Document:

Agreement Between

 

 

 

 

 

 

Agreement Between

 

 

 

 

 

 

 

UNITED STEELWORKERS  

 

AFL-CIO-CLC

 

On behalf of USW

 

AMALGAMATED LOCAL #4

 

 

and

 

 

ROCK OF AGES CORPORATION

Quarry Division

 

 

 

 

 

 

 

 

 

April 25, 2009 - April 27, 2012

 

 

 

 

 

Table of Contents

 

AGREEMENT
...............................................................................................................................
4

ARTICLE 1Term
...........................................................................................................................
4

           
1.1 Term
..............................................................................................................................
4

ARTICLE 2 Hours of Work
- Overtime
.......................................................................................
4

           
2.1 Hours
............................................................................................................................
4

           
2.2 Overtime and Premium Pay
.........................................................................................
4

           
2.3 Call-In Pay
....................................................................................................................
5

           
2.4 Subcontract
...................................................................................................................
5

           
2.5 Absence from Work
.....................................................................................................
5

ARTICLE 3
Interdivisional Job Opportunities
............................................................................ 5

           
3.1 Layoff
...........................................................................................................................
5

           
3.2 Maintenance Operations
.............................................................................................
6

ARTICLE 4 Wages
........................................................................................................................
6

           
4.1 Wage Increases and Minimum Wages
....................................................................... 6

           
4.1(a) Job categories
..........................................................................................................
6

           
4.2 Maintenance of Personal Rate
....................................................................................
7

           
4.3 Learner and Bid Rate
..................................................................................................
7

           
4.4 Wage Adjustment
........................................................................................................
7

           
4.5 Period of Experience
....................................................................................................
8

           
4.6 Shift Differential
..........................................................................................................
8

           
4.7 Supplemental Provisions
...............................................................................................8

           
4.8 Partners in Productivity Program
.............................................................................. 10

           
4.9 Jury Duty
....................................................................................................................
11

ARTICLE 5 Military
Service
......................................................................................................
11

           
5.1 Military Service
..........................................................................................................
11

ARTICLE 6 Holidays
..................................................................................................................
11

           
6.1 Paid Holidays
.............................................................................................................
11

ARTICLE 7 Vacation
..................................................................................................................
12

           
7.1 General
.......................................................................................................................
12

           
7.2 Vacation Payments
....................................................................................................
14

           
7.3 Amount of Vacation
...................................................................................................
14

ARTICLE 8
Bereavement/Birth of a Child
...............................................................................
16

           
8.1 Bereavement Pay
......................................................................................................
16

           
8.2 Birth of a Child
..........................................................................................................
16

           
8.3 Five (5) Days
..............................................................................................................
16

           
8.4 One (1) Day
................................................................................................................
16

ARTICLE 9 Group
Insurance
....................................................................................................
16

           
9.1 Group Insurance
........................................................................................................
16

           
9.2 Benefits
......................................................................................................................
16

           
9.3 Contributions
..............................................................................................................
18

           
9.4 Disability
.....................................................................................................................
19

           
9.5 Retired Employees
.....................................................................................................
19

           
9.6 Consultant
...................................................................................................................
19

 

 

1

 

 

 

 

           
9.7 Insurance Objectives
.................................................................................................
19

           
9.8 Delinquency
................................................................................................................
19

           
9.9 Workers Compensation
.............................................................................................
20

ARTICLE 10 Pension
Plan Agreement
.......................................................................................
20

           
10.1 Merger of the Pension Plan
......................................................................................20

           
10.2 Incorporated Documents
..........................................................................................20

           
10.3 Contribution Rate
.................................................................................................... 20

           
10.4 Covered Employees..................................................................................................21

           
10.5 Hours Worked...........................................................................................................21

           
10.6 Payment of Contributions.........................................................................................21

           
10.7 Coverage - Newly Hired Employees Not Previously Covered............................. 21

           
10.8 Coverage - Newly Hired Employees Who Were Previously Covered.................. 21

           
10.9 Contribution Reports and Data................................................................................ 21

           
10.10 Delinquent Employers.............................................................................................21

ARTICLE 11 401(k) Plan
............................................................................................................
22

           
11.1 401 (k) Plan
...............................................................................................................
22

ARTICLE 12 Seniority
................................................................................................................
22

           
12.1 Seniority
....................................................................................................................
22

           
12.2 Seniority Rosters
......................................................................................................
24

           
12.3 General Leave of Absence
.......................................................................................
24

           
12.4 Transferring out of the Bargaining Unit
.................................................................. 24

           
12.5 New Employees
........................................................................................................
24

           
12.6 Seasonal Winter Layoff
...........................................................................................
24

           
12.7 Quarry
Preference.....................................................................................................25

ARTICLE 13 Bonus Plan
............................................................................................................
26

           
13.1 Bonus Plan
................................................................................................................
26

           
13.2 Bonus Plan Payments
...............................................................................................
26

ARTICLE 14 Union
Security
.......................................................................................................
27

           
14.1 Mandatory Membership
..........................................................................................
27

           
14.2 Location of Stewards
................................................................................................
27

ARTICLE 15 Check-Off
..............................................................................................................
27

           
15.1 Check-Off
..................................................................................................................
27

           
15.2 Close-Out
..................................................................................................................
27

           
15.3 Dues Penalty..............................................................................................................27

ARTICLE 16 Dispute
Settlement
...............................................................................................
28

           
16.1 Dispute Steps
............................................................................................................
28

           
16.2 Company Grievances
...............................................................................................
28

           
16.3 Signed Grievances
....................................................................................................
28

           
16.4 Rules
..........................................................................................................................
29

ARTICLE 17 Reserve for
Inclement Weather - Power Failure
................................................. 29

           
17.1 Reserve Hours
..........................................................................................................
29

           
17.2 Power Failure
............................................................................................................
30

ARTICLE 18
Non-discrimination
................................................................................................
30

           
18.1 Non-discrimination
...................................................................................................
30

 

 

2

 

 

 

ARTICLE 19 Union
Representatives
.........................................................................................
31

           
19.1 Union Representatives
.............................................................................................
31

ARTICLE 20 Suspension of
Operations
.....................................................................................
31

           
20.1 Suspension Notice
.....................................................................................................31

ARTICLE 21 LABOR
MANAGEMENT TEAM
...................................................................... 31

           
21.1 LMT Formation
........................................................................................................
31

ARTICLE 22 Safety Rules
..........................................................................................................
32

           
22.1 Safety Issues
.............................................................................................................
32

           
22.2 Safety Glasses
...........................................................................................................
32

           
22.3 Safety Shoes and Gloves
...........................................................................................
32

           
22.4 Rock Drilling
..............................................................................................................
33

ARTICLE 23 Management's
Rights
............................................................................................
33

           
23.1 Management Rights
..................................................................................................
33

ARTICLE 24 Temporary
Transfers
.............................................................................................
33

           
24.1 Temporary Transfers
................................................................................................
34

ARTICLE 25 Smoking
..................................................................................................................
34

           
25.1 Smoking Policy
..........................................................................................................
34

ARTICLE 26
Discipline/Discharge
.............................................................................................
34

           
26.1 Discipline & Discharge
............................................................................................
34

           
26.2 Written Warnings
.....................................................................................................
34

ARTICLE 27 Summer
Employees
..............................................................................................
35

           
27.1 Summer Help
............................................................................................................
35

ARTICLE 28 Bethel
Quarry........................................................................................................35

           
28.1 Bethel Quarry Travel
Expense.................................................................................35

 

SIGNATORY PAGE
.....................................................................................................................36

 

HOLIDAY
CALENDAR...............................................................................................................37

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

3

 

 

 

 

AGREEMENT

 

Agreement
entered into as of  April 25, 2009  by and between ROCK OF AGES Corp. - Quarry
Division  ("The Company"), its successors and assigns, and the UNITED
STEELWORKERS, AFL-CIO‐CLC, on behalf of Amalgamated Local #4  ("The
Union"). In consideration of the mutual covenants herein contained, it is
agreed as follows:

 

 

ARTICLE 1

Term

 

1.1 Term 

 

This Agreement shall be effective April 25, 2009 and shall continue in full
force and effect through April 27, 2012 and from year to year thereafter, unless
either party gives notice to the other, not less than sixty (60) days prior to
April 27, 2012 or prior to April 27 of any year thereafter, that it desires to
alter, amend or terminate any or all of the terms hereof.

 

 

ARTICLE 2

Hours of Work -
Overtime

 

2.1 Hours

 

The normal work
week will be eight (8) hours per day and forty (40) hours per week, Monday
through Friday.   Normal work hours are 7:00 am to 12:00 Noon and 12:30 pm to 3:30 pm.

 

Employees are to
be in the riding box or walking into the hole at 7:00 a.m. and 12:30 p.m.  The riding box shall be on top at 12:00 Noon and 3:30 p.m.

 

Hours of work
are subject to change by mutual agreement between the Company and a majority
vote of Union Members or by mutual agreement by a majority vote of the Union
Members in a particular area and the Company, after a vote is taken supervised
by the Union President or designee. For purposes of this section, Bethel and Barre shall be considered separate areas. Areas within Barre will be considered
when requested by the parties.

 

2.2 Overtime and
Premium Pay

 

(a) Employees
shall receive time and one‐half pay for all hours worked outside the
regular working hours as prescribed in Section 2.1 and for time worked during
the normal lunch period. Employees who work on Saturdays shall receive time and
one‐half pay.  Work shall be regarded as being performed on Saturday only
if an employee's shift begins on Saturday. Employees who work on a Sunday or
New Year's Day shall receive double time pay for hours worked.

 

Employees who
work on a paid holiday shall receive holiday pay plus double time pay for hours
worked.

 

 

 

4

 

 

 

(b) Overtime
will be distributed as equitably as possible and will be assigned to employees
who regularly work in the area requiring the overtime, unless special circumstances
prevent such assignments. If unassigned work is to be performed,
"area" refers to a specific quarry, such as Rock of Ages, Smith's,
etc. The Company will make every effort to give as much advance notice as
possible when overtime is required, giving tentative notice by Wednesday of the
week for which Saturday work is necessary, except in emergency circumstances.

 

2.3 Call‐In Pay

 

If an employee
is called back for unscheduled work at the specific request of the Company, he
will be guaranteed pay as follows:

 

(a) If called to
work on a Sunday or holiday, the equivalent of a minimum of three (3) hours'
straight time pay at his regular hourly rate, or

 

(b) If called to
work on a Saturday or a scheduled non‐work week day, the equivalent of a
minimum of two (2)  hours' straight time pay at his regular hourly rate.

 

2.4 Subcontract

 

The Company may
subcontract work, provided the intent is not to deprive employees of their
normal employment.

 

2.5 Absence from Work

 

Employees are obligated to give notice to the Company on
the day they are not able to report to work.  The
employee must make every reasonable effort to notify the company before the
start of their regular scheduled work shift and include the reason for absence
or lateness.  The phone number listed below will have voice mail capability and
time recognition feature so that in the event it is not immediately answered,
then a message can be left by the employee.  An absence of three (3)
consecutive scheduled workdays without notifying the Company will subject the
employee to discipline, up to and including discharge. The quarry phone number
is 802‐476‐ 2233.

 

 

ARTICLE 3

Interdivisional
Job Opportunities

 

 

3.1 Layoff

 

In the event of
a layoff of employees covered by this contract and if the Company has need for
additional manpower in any of its other divisions in Barre or Bethel who are
covered by contracts with the Union, the Company will offer these positions to
the laid‐off employees by seniority subject to ability and physical
fitness and a sixty (60) day, probationary period. The employee selected may
accept the position offered or elect to take the layoff. During the
probationary period, the successful employee may revert to layoff status at his
option. If the position available is covered by a different contract, the
employee shall not be required to change groups unless he is not returned to
his former position within twelve (12) months.

 

 

5

The employee
shall suffer no loss of seniority for such assignment when he is returned to
his former position.  Employees will be returned to their former positions by
seniority if and when work becomes available.

 

It is contemplated
that the employees choosing to work in a new division will be assigned entry
level positions. If the employee is assigned to a classification higher than
laborer, grouter, plant sweeper, tool grinder or quarryman, the employee shall
not hold the position for more than sixty (60) days without the consent of the Union. Those accepting assignment in another division will be the lowest in seniority in
that division. 

 

If an employee
does not honor a recall notice to his former position, or is employed in the
new division for more than twelve (12) months, his seniority in his prior
division shall be lost and his seniority date in his new division shall be his
start date with that division except if otherwise agreed by the Company and Union.

 

The Company and
the Union agree that as a new and untested provision, either the Union or the Company may cancel this provision with thirty (30) days' prior written notice
of cancellation.

 

3.2 Maintenance Operations

 

The Company has
two (2) maintenance groups, one at the plant division (manufacturing plant,
press roll plant and saw plant) and the other at the quarries division. The Union understands that there is a need for flexibility at the Company to assure that all
equipment operates efficiently and timely. The Company understands that the
seniority of both maintenance groups must be separate and that maintenance
employees will normally work in their division.

 

The Company and Union agree that the Company may assign maintenance employees in one (1) division to work
temporarily in the other division. The word temporarily is understood and
agreed to cover sickness, vacations, injuries, operational emergencies, and/or
the scope and duration of a particular project or projects.  It is not the
intent of the Company to displace or replace a maintenance person in one (1)
division with a person in another.

 

In the event the
 Union believes the Company has not complied with this provision, the Union may bring the situation in question to the LMT for resolution. If the matter cannot
be resolved by the LMT, the Union shall have the right to grieve it.

 

 

ARTICLE 4

Wages

 

 

4.1 Wage Increases and Minimum
Wages

Effective, April
26, 2009 the wage rate shall be: $19.45

Effective, May
2, 2010 the wage rate shall be: $19.95

Effective, May
1, 2011 the wage rate shall be: $20.45

 

 

 

4.1(a) Job categories

 

 

 

 

6

 

Quarry- Direct                                                          Quarry
-Service & Service Misc.                 

Derrick man*                                                              Bar
Mechanic/Hoist Mechanic/Bit Grinder*

Hoist operator*                                                           Machinist*                                                      

Equip. operator*                                                         Welder*                                  

Powderman*                                                               Mechanic*

Expeditor                                                                    Piper*

Quarryman / Drill Operator /
Wiresaw Operator          Head Rigger 

                                                                                   Electrician*                 

                                                                                   Compressor
Operator/Utility Truck Driver*   

                                                                                  
Rigger/Carpenter*       

 

*Post for
openings      

 

 

Definitions: Expeditor

 

An expeditor will not be allowed
to hire, fire or discipline other employees. An expeditor can take the place of
the foreman on a temporary basis when the foreman is absent. Normally, the
expeditor will perform his regular job and assist the foreman as required to
direct production and work flow. 

 

An expeditor may not take the
place of a worker or perform production work during the specific time that he
is taking the place of an absent manager.  However he may demonstrate the use
of any tool of the trade for instructional purposes.

 

Expeditor wage premium: An
expeditor will receive at least $2.00/hr. over the minimum set wage for the
quarry when performing this job.       

 

 

4.2 Maintenance of Personal
Rate

 

All employees
receiving more than the minimum wage rate  (effective May 3, 1997) for their
job will retain that difference as a personal rate for the length of this
contract unless they move to a different job, quit, terminate or retire from
the Company.

 

4.3 Learner and Bid Rate

 

(a) A newly
hired employee shall be classified as a learner and be paid a rate of 80% of the
applicable journeyman rate for the first (1st) calendar year and 90%
of the applicable journeyman rate for the second (2nd) calendar year.
At the end of two (2) years the employee will receive the minimum set wage for
the quarry. 

 

(b) Any employee
who successfully bids from one (1) job classification to a new job
classification (except Learners) will be paid thirty cents ($.30)  per hour
less than the minimum wage rate for a period of one (1)  year from the date of
assuming the new position and thereafter will be paid the full rate.

 

Any Learner
subject to Section 4.3 (a) above shall be paid the lower of the rates
determined in accordance with Section 4.3 (a) or the rate under this section.

 

 

7

4.4 Wage Adjustment

 

If at any time
during the existence of this Agreement a wage increase should be granted, any
employee receiving more than the minimum wage as provided in this Agreement
shall receive the same wage adjustments but for no reason shall his wages be
reduced before making said adjustments.

 

 

4.5 Period of Experience 

 

Experience shall
be based on time worked in a job position. All time worked in the position as a
spare operator will be counted in determining the period of experience.

 

 

4.6 Shift Differential

 

Any employee on
a second (2nd) or third (3rd) shift operation shall be paid a shift
differential of seventy-five cents ($.75) per hour each hour worked.

 

 

4.7 Supplemental Provisions

 

(a) Only
employees qualified under the "Safe Explosives Act of 2002" and all other
explosives regulations, local, state and federal may handle explosives in any
manner. When an employee is awarded the position of Powderman, the employee
will receive the seventy-five cent ($.75) per hour premium during the entire
time the employee holds the position. In the event the employee no longer holds
the Powderman position, the premium of $.75 per hour will be discontinued. 

 

            (b) Any employee
shall be furnished a competent helper when needed.

 

(c) At all times
when piping is being performed from the box, two (2) men shall be employed,
one (1) of whom shall be from the area where the work is being performed.

 

(d) Employees
shall be given time to reach a place of safety before battery is touched off.

 

(e) While
employees are performing work in a quarry hole, other than pipe line thawing
and general maintenance, a hoist operator and derrickman are to be on duty
unless otherwise agreed upon by the Union.

 

(f) It is
mutually agreed by both parties that types of labor performed for which no
classification or minimum wage rates have been fixed can at any time be opened
by either party and submitted to the negotiating committees of the Union and
Company. The decisions of the conferees shall be subject to ratification by the
Company and the Union.

 

(g) A foreman or
assistant foreman may not take the place of any worker or perform any
production work; he may, however, demonstrate the use of any tool of the trade
for instructional purposes.

 

(h) The Company
shall have at least the minimum, and not more than the maximum spare assignees
set forth below:

 

 

8

Quarry- Direct           min/max          Quarry-
Service & Service Misc.                 

Derrick man    2/6                               Piper    1/3                               

Hoist operator  3/6                                                      

Equip. operator   3/6                           Rigger
(aloft)/Carpenter  1/4

                                                           Compressor
Operator/UtilityTruck Driver 1/3

                                               Bit
Grinder 1/1

                                              
Carpenter 1/1

 

 

All spare
positions will be filled in accordance with the provisions of Article 12. The
first person bidding for the spare position shall be designated the # 1 spare,
the second person bidding for the spare position in the same classification
shall be designated the #2 spare, and so forth. In the event of a permanent
opening in the classifications listed, the #1 spare shall be entitled to the
permanent position. In the event the #1 spare refuses the permanent position,
that employee drops to the bottom of the spare list. The permanent position
will then be offered to each spare on the list in numerical order and each
spare refusing the permanent position will likewise drop to the bottom of the
spare list for that classification until the position is filled. If none of the
spares take the position, the permanent position will be filled in accordance
with the provisions of Article 12. If a permanent position having spares is
eliminated, the man eliminated from the permanent position shall become the #1
spare. In such event, the maximum number of spares shall be increased by the
number of permanent jobs eliminated. Any employee whose job is eliminated and
becomes a spare shall not be required to drop any other spare position he may
hold. For purposes of filling any temporary position, the Company may use any
spare on the spare list for that classification. 

 

The Company will
not use employees other than spares to fill the temporary openings in the
applicable classification, unless the spares for a particular classification
are being utilized in that classification or are absent from work due to
vacation, sickness, on‐the‐job injury or off‐the‐job
injury or for any other reason.

 

(i) Pay day
shall be weekly.  Payment for all work done in any given week shall be made not
later than Friday of the following week.  All discharged employees will receive
their pay by cash or check the day they are discharged.  All laid‐off employees
are to receive pay by check or in cash on the regular pay day for the week of
the layoff in person or by mail at the option of the employee. An employee
leaving shall notify the Company and having complied with this requirement
shall receive his pay in cash or check on the regular pay day for the week of
separation in person or by mail at the option of the employee.

 

(j) Employees
who through infirmity or other reasons are not able to earn the wage given in
this Agreement may work for such wages as may be satisfactorily agreed upon
between the employee, the Union and the Company.

 

 

 

 

 

 

 

 

 

 

 

 

9

 

 

4.8
Partners in Productivity Program

Each regular, full-time Employee (excluding summer employees) shall be
entitled to participate in an incentive program providing for monthly and
annual payments for production efficiency.  For the months of March through
December (inclusive) each year, the Company will pay each Employee a monthly
payment of $1.00 for each .01 cubic foot of saleable cubic feet of granite
produced in the Barre and Bethel quarries per man hour worked in that month in
excess of 4.3 saleable cubic feet per man hour worked.  Payment will be made
not later than the second (2nd) weekly pay period after the close of the month.

 

In addition to
the monthly payment the Company will make an annual incentive payment to each
Employee for the ten (10) month period of fiscal March through December equal
to $25.00 for each .01 of saleable cubic feet produced per man hour worked in
the ten (10) month period in excess of 4.3 cubic feet per man hour worked.

 

The total annual
incentive payment, including monthly and year-end payouts, shall not exceed
$4,500.

 

The months of
January and February are excluded from both the monthly and annual incentive
plan due to adverse weather conditions and probable layoffs in those months.

 

Monthly saleable
cubic feet produced per man hour worked shall be determined by dividing the
total saleable cubic feet quarried from the Company's Barre and Bethel, Vermont
quarries each month from the beginning of fiscal March through the last day of
quarry work in fiscal December by the total hours worked by the Employees
covered by this Agreement during that month. 

 

The annual
payment will be based on total saleable cubic feet quarried and total hours
worked for all ten (10) months. Total saleable cubic feet quarried shall be as
determined by the Company and reflected on its books of account. Hours worked
shall not include vacations, holidays, call out time or other paid, but
unworked hours. 

 

The President,
or his approved designee, Treasurer and Staff Representative of the Union shall have the right to inspect the quarry production, quarry payroll and quarry
hours worked records of the Company to verify the calculations under this
section.

 

The annual
payment will be made on the last work day before the annual Christmas holiday
with any inquired adjustment for that last day being paid within seven (7)
days. Payment will be prorated to the nearest one hundredth (.01) of a cubic
foot.

 

Employees who
quit or are terminated during the year shall not be entitled to any payment
under this program. Employees who retire during the year or are absent due to
an on‐the‐job or off- the‐job injury shall receive a pro rata
share based on months worked during the year.

 

Employees who
retire during a month or are absent due to an on‐the‐job or off‐the‐job
injury shall receive the monthly payment on a pro rata share based on days
worked in the month, except a person who is injured on the job will receive the
full monthly payment for the month the injury occurred. In addition, absence
due to vacation, holiday or bereavement will not be considered as time away
from the job for purposes of the monthly payment.

 

 

 

 

 

10

 

 

4.9
Jury Duty

 

An employee who is required to report for jury duty on a day when he
otherwise would have worked shall receive a day's regular straight‐time
pay for up to a maximum of twenty (20) days per calendar year. The Company can
require verification of jury duty served.

 

It is understood
that if an employee is released from jury duty so that he can reasonably report
for work at least three (3) hours before the end of his scheduled shift, he
must report for work on that day.

 

 

ARTICLE 5

Military Service

5.1 Military Service

 

 Employees' rights
shall not be forfeited because of military service with the government.  The
Company agrees to abide by national laws covering rehiring of veterans.

 

 

ARTICLE 6

Holidays

 

6.1 Paid Holidays

 

The following
holidays shall be classified as paid holidays:  the day preceding Town Meeting
Day, Town Meeting Day, Memorial Day,  Fourth of July,  Labor Day,  Rock of Ages
Employee Appreciation Day (to be observed on the Tuesday following the Monday
Labor Day), Veterans' Day, Thanksgiving Day,  Friday after Thanksgiving Day and
Christmas Day.  In addition, there shall be a paid holiday for New Year's Day,
subject to the following terms and conditions:   To be eligible for this
holiday, an employee must satisfy all eligibility requirements of this
Article.  In addition, the employee must work during the week in which the New
Year's holiday falls. Payment of the Christmas holiday does not affect
eligibility for the New Year's holiday.  

 

No holiday pay
will be granted until an employee has been in the employ of the Company for a
period of at least thirty (30) calendar days.  If an employee quits before he
has thirty (30) working days' service, no holiday pay is due.  If he is laid
off or discharged through no fault of his own before he has accumulated thirty
(30) working days' service, any holiday which fell within the period of his
employment and discharge or layoff becomes due and payable.   After thirty (30)
days' service, any holiday which falls within the first thirty (30) days after
a layoff becomes due and payable to the laid‐off employee.

 

During the week
of a paid holiday, the employee must work a minimum of a full scheduled work
week excluding the holiday or holidays less one (1) scheduled workday.
Exceptions to the above rule can be made only by prior arrangements with
management. Sickness during the week of holiday shall not disqualify an
employee if he has notified his employer.

 

When a holiday
falls within an employee's vacation week, the employee shall receive pay for
that day in addition to vacation pay.

 

 

11

 

 

If a man is
injured on the job, he shall be eligible for holiday pay for one (1) year or as
long as he is receiving Worker's Compensation provided his doctor states he
will return to work.

 

A man absent
because of an off‐the‐job accident or sickness shall be eligible
for paid holidays for one (1) year during such time as he is eligible to draw
accident and health benefits under the present health and welfare plan and/or
Social Security disability benefits.

 

In the event of
a State or Federal law affecting the date on which holidays are celebrated, the
parties hereto will negotiate with respect to appropriate changes in this
Article with the understanding that the number of holidays will remain the same
as set forth above.

 

Employees who
are laid off during either of the weeks in which Town Meeting days or
Thanksgiving falls shall not be eligible for holiday pay in those weeks. 
Instead, such employees must as individuals report to work on the first work
day following the conclusion of any such layoff and such employees may
collectively and mutually agree with the Company on days when they will take
personal days off with pay if they were otherwise eligible for the holiday pay.
Such personal days must be taken within thirty (30) days after the first work
day following the conclusion of the layoff in question and if mutual agreement
is not reached, the employees will receive pay in lieu of any holidays to which
they were entitled.

 

 

ARTICLE 7

Vacation

 

7.1 General

 

The vacation
period will be May 1 to May 1.  Employees will be required to use a full week
of vacation during the week of July 4th if the company chooses to
shut down that week.  After the first week, or including the first week if the
company chooses to remain open the week of July 4th, each employee
shall have free choice in selecting his vacation time, and such choice will be
allowed insofar as possible. Applications for vacation shall be made to
management by May 15 of each year. The company will notify employees of their
intention to close the quarries for the week of July 4th prior to
the May 15th vacation request deadline.  If the Company has not denied the
employee's vacation request by June 1, the employee will be granted his
requested vacation period, except in emergency situations.  Employees who fail
to submit a vacation request prior to May 15 will lose their right to a
resolution of conflicts by seniority as set forth in the following paragraph.

 

Whenever there
is a conflict in dates among employees putting in for vacation time, the
employee with the longest service with the Company shall have priority, unless
the Company is able to show that the employee's presence during the requested
period is indispensable.

 

Vacations shall
be taken in periods of seven (7) consecutive days within one (1) vacation
period.

 

One (1) weeks'
earned vacation, meaning time away from the job, shall be compulsory. The above
requirements may be modified by agreement between the Company and the employee
and a copy of same shall be given to the Union. The requirement for compulsory
vacation, meaning time away from the job, shall not apply to any employee who
has not worked for eight (8) consecutive weeks as a result of layoff, injury or
sickness.

 

Vacations will
be granted to employees who have fulfilled the following requirements prior to
May 1:

 

 

12

(a) Employee
must have worked ninety (90%) percent or more of the regular hours worked by
the quarries during his period of employment for the twelve (12) months
preceding May 1, the start of the vacation period, to be eligible for full
vacation earned.

 

(b) Three‐fifths
(3/5th) of full vacation earned if employee has worked eighty (80%) percent of
the quarry hours schedule.

 

(c)  No vacation
earned if employee has worked less than eighty (80%) percent of the quarry
hours scheduled.

 

Temporary layoff
of sixty (60) days or over, USWA strike time, or shutdowns due to business
conditions do not count as earned time but do not terminate length of
accumulated service.

EXAMPLE: A man
works two (2) years for one (1) employer and then is laid off for a period of
nine (9) months.   At the end of the nine (9) months he returns to work for the
same employer and works two (2) more years.  His earned time is four (4) years.

 

An employee who
has been employed by the Company for at least six (6) months shall be credited
with up to a maximum period of one (1) year, for time lost because of the
employee's sickness as earned time and accordingly the employee will be paid
vacation pay.  An employee who loses time up to one (1) year due to sickness,
and receives vacation pay therefore shall on return to work where last employed
be entitled to vacation pay only for such time that he actually works.

 

EXAMPLE: A man
works two (2) years and three (3) months for the Company and then is absent
from work for nine (9) months because of sickness. At the end of the nine (9)
months' sickness he returns to work. The earned time is three (3) years. If,
after receiving vacation pay, he then only works another two (2) months, he is
entitled to 2/12ths of one (1) week's vacation; six (6) months, 6/12ths of one
(1) week, and so forth. Time lost by quarry shutdown, inclement weather, or
absence sanctioned by management in writing shall not be deducted from an
employee's earned time.

 

7.2
Vacation Payments

 

Payments for vacation pay to employees entitled to one (1) weeks'
vacation or fraction thereof will be made in advance. Vacation pay for the
second (2nd) and third (3rd)  week's vacation or fraction
thereof  will be made in advance of the time off or may be paid in lieu of time
off  as follows:  Second (2nd)  week or fraction ‐ first regular pay day
after return to work from time‐off vacations. Third (3rd)  week or
fraction ‐ regular pay day preceding Christmas Day but at least one (1)
week before Christmas Day.

 

Such vacation
(time off) or vacation pay shall be paid at the straight  time hourly rates of
pay (excluding a shift premium) in effect for said employees at the time of
taking vacation or receiving fractional vacation pay upon separation from
employment.  In figuring all earned vacation, a percentage of the regular
straight‐time hours worked during the year preceding May 1 will be used
to determine the vacation pay.  Overtime is not to be used in computing
vacation time.

 

 

 

 

 

13

 

 

 7.3 Amount of Vacation

 

Vacations will
be granted to employees as follows:

 

 

(a) First Week.
One (1) week's vacation or fraction thereof will be granted employees with less
than one (1) year of industry service on May 1 based upon the number of months
he has been employed in accordance with the table below. This will establish
him on a May 1 to May 1 basis for future vacation calculations.

 

 

Length of
Industry Service                                             Vacation

1 mo.               1/12
of a week                                      3.3 hours

2 mos.              2/12
of a week                                      6.6 hours

3 mos.              3/12
of a week                                    10.0 hours

4 mos.              4/12
of a week                                    13.3 hours

5 mos.              5/12
of a week                                    16.5 hours

6 mos.              6/12
of a week                                    20.0 hours

7 mos.              7/12
of a week                                    23.1 hours

8 mos.              8/12
of a week                                    26.4 hours

9 mos.              9/12
of a week                                    30.0 hours

10 mos.            10/12
of a week                                  33.0 hours

11 mos.            11/12
of a week                                  36.3 hours

12 mos.            1
week                                                 40.0 hours

 

 

(b) Second
Week.  Employees with one (1) or more years of industry service on May 1 shall
be entitled to two (2) weeks' vacation or any fraction thereof computed in
accordance with the following table.

 

 

Length of
Industry Service                                             Vacation

1 mo.               1/12
of 2 weeks                                     6.5 hours

2 mos.              2/12
of 2 weeks                                   13.3 hours

3 mos.              3/12
of 2 weeks                                   20.0 hours

4 mos.              4/12
of 2 weeks                                   26.6 hours

5 mos.              5/12
of 2 weeks                                   33.3 hours

6 mos.              6/12
of 2 weeks                                   40.0 hours

7 mos.              7/12
of 2 weeks                                   46.6 hours

8 mos.              8/12
of 2 weeks                                   53.3 hours

9 mos.              9/12
of 2 weeks                                   60.0 hours

10 mos.            10/12
of 2 weeks                                 63.6 hours

11 mos.            11/12
of 2 weeks                                 73.3 hours       

12 mos.            2
weeks                                               80.0 hours

 

 

 

 

14

 

 

(c) Third Week.
Employees will be granted a third (3rd) week's vacation or fraction thereof
computed on a May 1 to May 1 basis beginning the second (2nd) May of his
continuous employment in the industry as follows:

 

 

2nd May    
-     1 day     -      8 hours

3rd May     
-     2 days   -    16 hours     

4th May     
-     3 days   -    24 hours 

5th May     
-     1 week  -    40 hours

 

 

(d) Fourth
Week.  Employees will be granted a fourth (4th) week's vacation computed on a
May 1 to May 1 basis beginning with the twenty‐fifth (25th) May of his
continuous employment with the Company. 

 

 

Effective May 1,
1996 employees will be granted a fourth (4th) week's vacation or fraction
thereof computed on a May 1 to May 1 basis beginning with the twenty‐first
(21st) May of his continuous employment with the Company as follows:

 

21st May    
-     1 day     -      8 hours

22nd May   
-     2 days   -     16 hours

23rd May   
-      3 days   -     24 hours

24th May   
-      4 days   -     32 hours

25th May   
-      5 days   -     40 hours

 

 

For the purpose
of this Article, an employee's industry service shall be deemed terminated in
the event the employee voluntarily leaves the industry.

 

          For the purposes of
computing vacation pay or fractions thereof, an employee hired on or before the
fifteenth (l5th) day of a month shall be credited with full pro rata vacation
pay otherwise attributable to that month, and an employee hired after the
fifteenth (l5th) day of a month shall not be credited with any pro rata
vacation for that month. An employee whose employment terminates on or after
the fifteenth (15th) day of a month shall be credited with full pro rata
vacation pay otherwise attributable to that month. An employee whose employment
terminates before the fifteenth (15th) day of a month shall not be credited
with pro rata vacation for that month.

 

EXAMPLE: A man
comes to work on February 13, 1980. On May 1, 1980, he has completed three (3) months of employment and he is entitled to fractional vacation pay of 3/12ths of
one (1) week. On May 1, 1981, the second (2nd) May of his employment he is
entitled to two (2) weeks and one (1) day. On May 1, 1982, he would be entitled to two (2) weeks and two (2) days; May 1, 1983 ‐ two (2) weeks and three (3) days; and May 1, 1984 ‐ three (3) weeks. It is assumed in this
example that the man worked at least ninety percent (90%) of the scheduled
hours worked by the quarry during each of the applicable twelve (12) month
periods. If he has worked eighty (80%) percent of the time, he will receive
three‐fifths (3/5ths) of the vacation pay otherwise due.  

 

 

 

 

 

 

15

 

 

An employee who
is laid off, discharges or quits is to be allowed vacation benefits prorated 

according to his months of
service; for example, one (1) month = 1/12th;  three (3) months' =3/12ths; ten
(10) months' = 10/12ths, etc.

 

 

 

ARTICLE 8

Bereavement/Birth
of a Child

 

8.1 Bereavement Pay

 

In the event an
employee suffers the death of his brother, sister, stepmother, stepfather,
stepson, stepdaughter,  spouse's father, spouse's mother, spouse's stepmother
or stepfather, the employee shall be allowed up to three (3) days off with pay,
at the straight time hourly rate of pay.  If interment is postponed to a later
date and occurs during the employee's scheduled work day, the employee may take
one (1) of the three (3) foregoing days off with pay on the day of interment.

 

 

8.2 Birth of a Child

 

An employee will
be entitled to a day off with pay for the birth of the employee's biological
child or adoption.

 

 

8.3 Five (5) Days

 

In the event an
employee suffers the death of their spouse, child, mother, father or
grandchild, the employee shall be allowed up to five (5) days off with pay, at
his rate of pay. 

 

 

8.4 One (1) Day

 

 In the event an
employee suffers the death of their "significant other", the employee shall be
allowed one (1) day off with pay, at his rate of pay.  If an Employee attends
the funeral of his grandparent or the grandparent of his spouse or the
employee's spouse's sister or brother, and it takes place on a day when he
otherwise would have worked, he shall not suffer a loss of any straight time
pay for that day.   

 

 

ARTICLE
9

Group
Insurance

 

9.1
Group Insurance

 

 The Company
agrees to provide group insurance to employees and dependents as set forth
herein.

 

 

 

 

 

16

 

 

9.2 Benefits

 

(a) The health
and welfare plan administered by the Company or its administrator as selected
by the Company shall provide for benefits as follows:

 

(i)
Group Life Insurance ‐ $60,000.

Company shall
continue to provide life insurance coverage for employees who are on laid‐off
status for up to a maximum of three (3) months.  In the case of a seasonal
layoff that exceeds three (3) months, the Company will continue to provide life
insurance coverage for those employees who will return when the quarries
reopen.  If an employee who is on seasonal layoff is notified that they are
permanently laid off, the Company will provide life insurance coverage for
three (3) months starting at the date the employee was initially put on
seasonal layoff.

 

(ii) Sickness and Accident Insurance ‐  $355.00 per week for 52 weeks with
Social Security offset for the last 26 weeks thereof;  eligibility
commences on the first (1st) day of accident or hospitalized sickness and the
fifth (5th) day of non hospitalized sickness.  Effective May 1, 2000, if an
employee qualifies for sickness and accident insurance because of five (5) days
of non hospitalized sickness and remains qualified for at least one (1)
additional week, the Company will pay the employee the current rate for the
unpaid five (5) day qualifying period.

 

(iii)
Accidental Death or Dismemberment Insurance ‐ $60,000.

 

(iv) Paid‐up
Term Life Insurance.

 

(1) Employees
with ten (10) or more years of service retiring on a regular pension will be
given a $8,000 term life insurance policy or other funding mechanism on terms
satisfactory to the Union.

 

(2) Employees
with ten (10) or more years of service retiring on an early retirement pension
will be covered by a regular $8,000 term life insurance policy or other funding
mechanism on terms satisfactory to the Union; or until age sixty‐five (65)
when it will be eliminated and replaced by a $8,000 term life insurance policy
or other funding mechanism on terms satisfactory to the Union.

 

(3) Any employee
with ten (10) or more years of service becoming totally disabled after May 1,
1981 will continue to receive coverage for the full amount of life insurance
then in effect until he becomes substantially employed, as determined by the
Company and Union, at which time the insurance will be eliminated completely;
or until age sixty‐five (65) when it will be eliminated and replaced by a
$8,000 term insurance policy or other funding mechanism on terms satisfactory
to the Union.

 

(4) The full
amount of life insurance shall apply to employees with at least ten (10) years
service, and the amount of insurance shall be prorated down by years of service
for employees with less than ten (10) years of service.

 

(5) Health
Insurance ‐  The Company shall provide four (4) health insurance plans
equivalent to the Blue Cross Vermont Health Partnership (VHP),  the Blue Cross Vermont
Freedom Plan  100 (VFP100), the Blue Cross Vermont Freedom Plan  500 (VFP500)
and the Blue Cross J Plan, subject to the following general conditions:  

 

 

 

 

17

 

1)      Company
will provide J or equivalent plan (including vision), with employee contributions
of 19% going to 20% as of January 1, 2010..  

2)      Company
will provide VHP or equivalent plan (including vision and dental) with employee
contributions of 18% going to 20% as of January 1, 2010..  

3)      Company
will provide VFP 100 or equivalent plan (including vision) with employee
contributions of 17% going to18% as of January 1, 2010.. 

4)      Company
will provide VFP 500 or equivalent plan (including vision) with employee
contribution of 3% going to 7% as of January 1, 2010..  

5)      The
Company has the right to rate the health plans separately.  

6)      New
employees may not enroll in VHP or J plans.  If they take health insurance,
they must take a VFP plan.  They will be eligible to take other plans, if
offered, after they are with the company for six years.  

7)      Employees
who are enrolled in the J or VHP plans cannot switch between these two plans,
but may switch to a VFP plan when it is available.  Once an employee selects a
VFP plan or opts out of the health insurance plan, the employee is not eligible
for a VHP or J plan.  

8)      Employees
on either VFP Plan may purchase dental by paying 50% of the premium.  

9)      Employees
may choose to opt out of health plans and obtain a monthly stipend of $300 paid
once per month through payroll.  To be eligible, an employee must demonstrate
that he has insurance elsewhere.

 

(6) Retiree
Health Insurance - The Company will pay the full premium for health insurance
for one month for every five years of continuous service (up to a maximum of
three months) for retirees, provided they are not eligible for health insurance
through their spouse or from another employer.

 

            (b) The insurance
benefits which are provided for by the Company shall be described in a brochure
which shall be distributed to employees by the Company.  The terms and
conditions under which such benefits are provided are governed by insurance
agreements between the Company and its insurance carriers.  

 

 

9.3 Contributions

 

            The Company shall
maintain life insurance coverage for the duration of the seasonal layoff or for
a period of three (3) months, whichever is longer (provided that any seasonal
layoff that becomes a permanent layoff shall result in no more than three (3)
months coverage) and shall continue its contributions for the health insurance
coverage of a laid-off employee for the same period (provided the employee
makes his contribution if any is required).  If the employee is laid off on or
before the fifteen (15th) of a month, that month shall be considered
the first of the period; and if the employee is laid off after the fifteenth
(15th) of a month, the following calendar month shall be considered
the first (1st) of the period.  If an active employee dies, the
Company will continue health insurance coverage for qualifying survivors (if
any) for a period of three (3) months at no cost to said survivor(s).  This
provision shall not apply to employees on layoff, Workers Compensation, or
sickness and accident insurance.  To keep policies in force, both Company and
employee must pay his share while the employee is off the job because of
sickness and accident, strike or lockout or any other suspension in the
industry beyond the control of either management or labor.

 

 

18

9.4 Disability

 

If an employee
is permanently and totally disabled, the Company shall continue its
contribution for up to six (6) months, as described in previous section
"Contributions," and thereafter, the Company will provide such health
insurance contributions (provided the employee makes his contribution, if any is
required) for five (5) years from the date when he ceased to work due to such
disability. The Company shall thereafter continue its contributions, for
individual coverage only, as long as the employee is permanently and totally
disabled, or until he reaches age sixty-five (65), whichever occurs sooner;
provided, that the Company will not make any contributions described in this
section during any period when the employee or his spouse is employed and group
health insurance benefits are available to them, or after he reaches age
sixty-five (65). The Company and Union may amend this subsection by mutual
Agreement. 

 

 

9.5 Retired Employees

 

Effective May 2, 1981, any employee who has retired between April 30, 1975 and April 28, 1990 under the provisions of the Barre Belt Granite Employer‐Union Pension
Plan shall be allowed to continue group insurance coverage in the amount of
$3,000 of term coverage, subject to any applicable insurance carrier rules and
regulations. The full cost of such coverage will be paid by the retired
employee at the group rate applicable to the term life insurance including such
insurance for retired employees being provided through the Company. The premium
is to be paid by such retired employee.

 

 

9.6 Consultant

 

The Company is
authorized to utilize the services of an impartial professional consultant as
deemed necessary to advise them concerning the proper operation of the
insurance program.

 

 

9.7 Insurance Objectives

 

The parties
agree to consider and implement by agreement health insurance cost containment
measures with a view to improving and increasing the quality and efficiency of
health care.

 

 

9.8 Delinquency

 

 If the Company
is delinquent more than thirty (30) days pursuant to this section;  if the
Union gives written notice to the Company of its intent to withhold the
services of employees; and if the Company has not cured the delinquency by the
appropriate payment or by entering into an arrangement satisfactory to the
Trustees by the sixtieth (60th) day after the delinquency began; then the Union
shall have the right to withhold the services of employees of the Company
beginning on the sixtieth (60th) day of delinquency or fifteen (15)  days after
notice from the Union, whichever occurs later, if  and as long as  the Company
is in violation of this section. For purposes of this paragraph, the Trustees
shall be deemed to have delegated the judgment concerning whether the
appropriate payment or a satisfactory arrangement has been reached to the
Administrator. In addition, the employer shall be responsible for the payment
of all wages (including interest at the legal rate in Vermont) that would have
been earned in normal working hours during any strike called on account of
delinquent contributions.

 

 

19 

 

9.9 Workers Compensation

 

(a) If an
employee has to leave work due to a Workers Compensation injury and is unable
to return, he shall suffer no loss of straight time pay for that day.

 

(b) It is the
intent of the Company to attempt to return all employees suffering an injury on
the job to their regular job as set forth herein.  An employee disabled by a
compensable injury under applicable Workers Compensation law will be reinstated
by the Company when his or her inability to work ceases provided recovery
occurs within two (2) years of the onset of the disability.

 

An employee who
recovers within two (2) years of the onset of the disability will be reinstated
to the employee's former job or one suitable under the law given the position
the employee held at the time of the injury and the employee's ability to
safely perform the duties of the available position.  An employee shall suffer
no loss of seniority when reinstated in accordance with this Section.

 

(c) If an
employee returns to work prior to the tenth day of disability, they shall
receive pay for the second, third, and fourth day of disability.

 

(d) The Company agrees to comply with applicable laws governing unemployment
compensation and worker's compensation for employees. 

   

 

ARTICLE 10

Pension Plan
Agreement

 

10.1
Merger of the Pension Plan

 

 The Barre Belt Granite Employer - Union Pension Plan
(the "Plan") has merged with and into the Steelworkers Pension Trust (the
"Pension Trust") pursuant to the terms of a certain merger agreement (the
"Merger Agreement") between the Plan and the Pension Trust, the terms of which
are incorporate herein by reference. (Hereafter, the merger of the Plan and the
Pension Trust is referred to as the "Merger".)

 

 

10.2
Incorporated Documents

 

This Article 10 incorporates by reference
the terms of a Merger Agreement between the Plan and the Pension Trust, and the
provisions of the documents governing the Pension Trust. 

 

 

10.3 Contribution Rate

 

(a) The month
for which the contribution is due is referred to as the "benefit month" and the
month prior to the benefit month is referred to as the "wage month". Effective April
26, 2009, the Employer shall contribute to the Pension Trust each and every
benefit month a sum of money equal to $1.70 per hour for each hour worked by
all Covered Employees during the wage month.  Effective May 2, 2010, the
contribution shall increase to $1.75 per hour.  Effective May 1, 2011, the
contribution shall increase to $1.80 per hour.

 

 

 

20

 

            (b) For purposes of
determining the pension contribution, employees on seasonal winter layoff (as
described in section 12.6 only) will be credited with one (1) hour for every
two (2)  hours of the scheduled work hours during the seasonal winter layoff
period. 

 

10.4 Covered Employees 

 

Covered Employees are all employees employed within
the Union's Bargaining Unit who were actively employed by the Employer for any
length of time during the wage month.  The Employer is required to make a
contribution to an employee whose employment is terminated during the wage
month.

 

10.5 Hours Worked

 

The term "Hours Worked" means not only hours actually worked by Covered
Employees, but also hours not actually worked but for which Covered Employees
were paid because of vacation, holidays, jury duty or bereavement leave.

 

10.6 Payment of Contributions

 

Contributions
are due from the Employer on the fifteenth (15th) day of the benefit month,
commencing with the benefit month of February 1999 and each and every month
thereafter so long as this agreement is in force.

 

10.7 Coverage - Newly Hired
Employees Not Previously Covered

 

Newly hired employees not previously covered by the
Pension Trust are not considered Covered Employees until the first (1st)
day of the first calendar month immediately after the commencement of
employment.  Such calendar month is the new employee's first (1st)
benefit month.  The immediately preceding calendar month is the employee's
first (1st) wage month.

 

10.8 Coverage - Newly Hired
employees Who Were Previously Covered

 

Newly hired employees previously covered by the
Pension Trust are considered Covered Employees as of the first (1st)
day of the first calendar month immediately after the commencement of
employment.  This calendar month is the employee's first (1st)
benefit month and the immediately preceding calendar month is the employee's
first (1st) wage month.

 

10.9 Contribution Reports and
Data

 

The Employer
shall transmit to the Pension Trust with each contribution a contribution
report on the form furnished by the Pension Trust on which the Employer shall
report the names, status, hire and termination dates as applicable, as well as
the total hours paid to each covered employee during the wage month.  The
Employer shall provide a copy of this report to the Union.  The Employer
further agrees to supply to the Pension Trust such further information as may
from time to time be requested by it in connection with the benefits provided
by said Pension Trust to said employees, and to permit audits of its books and
records by the Pension Trust for the sole purpose of determining compliance
with the terms and conditions of this agreement.

 

 

 

21

 

 

 

10.10 Delinquent Employers

 

In the event
that an Employer fails to maintain affiliation in good standing with the
Pension Trust, the Employer shall be in violation of this Article 10, in
addition to all other applicable standards.  Immediately upon termination of
the Employer's affiliation with the Pension Trust, the Union and the employees
may withhold all services from the delinquent Employer until such time as the
default has been cured to the satisfaction of the Pension Trust and the Union.  In addition, the Company shall be responsible for the payment of all wages
(including interest at the legal rate in VT), that would have been earned in
normal working hours during any strike called on account of delinquent
conditions. 

 

 

ARTICLE 11

401(k) Plan

 

11.1 401 (k) Plan

 

 The Company
agrees to establish and administer one 401(k) program for all its union
employees which will comply with all the requirements of ERISA, the Internal
Revenue Code and any other applicable laws.

 

The Company
agrees to match up to thirtyfive (35%) percent of an employee's first $l,000
contribution per year and ten (10%) percent thereafter per year up to the
maximum contribution allowable by law per year.

 

 

ARTICLE 12

Seniority

 

12.1 Seniority

 

(a) In
administering seniority, the five (5) quarries of the Company will be
considered as one (1) unit.

 

(b) The job
classifications hereinabove listed in Section 4.1 shall be combined in a single
classification for purposes of seniority for the quarry operations of the
Company.

 

(c) Seniority
shall apply in the promotion, demotion, transfer, filling of job vacancies,
layoffs, and recall of employees subject to ability and physical fitness among
employees in the same seniority classification as defined above.  Ability means
the knowledge and/or experience relating to the job in question at the time of
posting for the position. Temporary employment of thirty (30) days or less
shall not be considered towards ability in connection with bid for permanent
position.

 

(d) Positions at
the Bethel Quarry of Rock of Ages Corporation are not required to be posted and
will be offered on a voluntary basis.

 

(e) Permanent
positions shall be posted within ten (10) working days of vacancy.  Temporary
positions shall be posted if the vacancy is expected for more than thirty (30)
days.

 

(f) Promotion job openings will be posted by the Company for five (5) days. 
Management will select the qualified applicant and give notice of the employee
selected in writing to the Union.  An employee awarded a

 

22

 

 

full-time or spare position may not
bid on another job for six (6) months.  Any employee awarded a posted job
which has not commenced after ten (10) working days, may bid on another posted
job.  An awarded job, except a spare position that has not been filled
after thirty (30) working days, must be reposted.  Newly hired employees
shall be ineligible to bid for any job for a period of three (3) months from
their respective dates of hire.  An employee can sign more than one (1)
posted position, however, the employee can only be awarded one (1) position.

(g) It shall be
understood that a man who has been asked by management to change from one job
classification to another will retain his total seniority. The employee so
transferred will have a thirty (30) consecutive day trial period, sickness and
absence excluded, with right to return to former job with former status. 
However, in cases where an employee requests and is granted a transfer, his
total seniority will be retained and there will be a thirty (30) day trial period. 
An employee desiring to relinquish a full time or spare position within thirty
(30) days of the award date must notify the company in writing with a copy to
the union.  After 30 days, a spare position can be relinquished by mutual
agreement between the employee and the company or by providing the company six
(6) months written notice.

 

(h) With regard
to the filling of permanent positions where  previous posting awards for spares
have been made based on company seniority, ability and physical fitness in
accordance with Section 4.7(i), the permanent positions will be awarded to the
spare  most senior in that position.  As necessary, further spare openings will
be posted and awarded on the basis of seniority, ability and physical fitness,
in accordance with the contract.  Employees can only hold one (1) spare
position at a time. The Company and the Union agree that the nature of the
spare position is that the job generally will not commence after ten (10)
working days and will not be filled within thirty (30) days. For purposes of
this Section, a spare position will be considered to have commenced and have
been filled upon the award of the spare position subject only to the trial
period set forth in the preceding paragraph.  Each spare shall be entitled to
the said thirty (30) day trial period and shall not assume the permanent
position until the satisfactory completion of said trial period.  Due to the special
working conditions and safety concerns involved, the training/trial period for
spare rigger/carpenter will be three hundred (300) working hours. 

 

(i) Employees on
layoff shall retain their seniority for a period of twelve (12) months. If an
employee on layoff is not recalled within twelve (12) months, the employee
forfeits all seniority and the Company has no obligation to recall that
employee.   If employee is hired after the twelve (12) month period, he will be
considered a new employee.  If an employee on layoff is asked to return to work
within twelve (12) months of layoff and refuses to return, the employee shall
be considered a voluntary quit.

 

(j) The
procedure for notifying a laid‐off employee to return to work will be by
certified mail and a period of one (1) week from the time of mailing will be
granted to the employee for reporting. It will be the employee's responsibility
to notify the Company of any change in address. 

 

(k) An employee who quits or is discharged for cause forfeits his seniority.

 

(l) If an
employee is temporarily laid off and later asked to return to work, with a
guarantee of at least three (3) months' work and refuses to do so, then this
constitutes a break in his length of service.  If he is employed at a later
date, it will be necessary to begin anew to build up years of service and
earned time.

 

 

 

 

 

 

23 

 

 

12.2 Seniority Rosters

 

A roster giving
the seniority and job classification of all employees in the bargaining unit
will be made available to the Union. These rosters will be revised twice each
year in April and October. The company will provide ample copies to all
officers and stewards for the purposes of posting throughout the Barre and Bethel quarry operations.  One (1) copy of the roster will show individual rates of pay. 
The one (1) copy showing pay rates will only be sent to the President of the
Local USW #4 and will be kept confidential.

 

 

12.3 General Leave of Absence

 

Any employee may
be granted a period of ninety (90) days'  leave of absence in any one (1)
calendar year without pay and without loss of seniority with the consent of the
Company and the Union. Such employee is forbidden to accept employment
elsewhere for wages; except that an employee who is granted a leave of absence
for reasons of health may accept employment during such leave of absence. Upon
the request of the Company, the employee shall secure a doctor's certificate
with respect to his condition of health. Employees granted a leave of absence
for reasons of health shall accumulate seniority during such leave of absence.

 

Management agrees
to grant, on request, a leave of absence to employees for Union activities or
political purposes when request is made in writing and such time will not be
deductible from an Employee's earned time. The seniority for such Employees
shall accumulate for a maximum period of one (1) year during such leave of
absence.

 

An Employee who
is a member of the Union Executive Board shall be granted a leave of absence of
up to three (3) years to serve as full-time President of the Union. During such
leave he shall accumulate industry service and shall retain seniority with the
Company as of the date the leave begins; he shall not be eligible for wages or
fringe benefits.

 

 

12.4
Transferring out of the Bargaining Unit

 

Employees transferred out of the bargaining unit on or after May 1, 1962 shall retain their seniority status for a period of three (3) years.  If
returned to the bargaining unit after three (3) years, they will return as new
employees.

 

 

12.5 New Employees

 

Newly hired
employees will be given a fifty (50) working day probationary period. 
Seniority during those fifty (50) working days is earned upon completion of
probation.

 

An employee who
is qualified for the probationary period one (1)  year and who works less than
the fifty (50) working days before he is laid off  is entitled to accumulate
months of seniority in fulfilling fifty (50) working days if he is hired the
next year.

 

12.6 Seasonal Winter Layoff

 

            (a) On or before
the Monday preceding the Thanksgiving holiday, the Company will post a winter
layoff notice and a blank voluntary work assignment sheet. The winter layoff
notice will recite the date that normal quarry operations will be curtailed for
the winter season, the date on which normal quarry operations will resume in
the spring and a summary of the procedures and rules set forth in this Article.

24

 

 (b) Employees
desiring winter work assignments on a voluntary basis agree to sign the
voluntary winter work assignment sheet at the Central Quarry Office no later
than ten (10) calendar days of the Company's postings.  Employees must sign the
voluntary winter work assignment sheet at the Central Quarry Office in person
in the presence of a representative of the Company who is not a member of the Union.  Employees may only sign for job assignments for which they are qualified under the
provisions of this Article 12.  

 

 (c) Failure to
sign the voluntary winter work assignment sheet in the quarry office within the
time limit will be conclusively deemed by both the Company and the Union that the individual has elected voluntary layoff and waives all rights of grievance
with respect to the recall of employees from the voluntary winter work assignment
sheet by the Company.  The Company agrees to make its decisions with respect to
which employees will work during the winter layoff and to post work assignments
not later than five (5) working days from the expiration date of the sign‐up.

 

(d) The Company
will assign the work during the winter layoff by seniority subject to ability
and physical fitness.  The Union agrees that any disputes regarding the work
assignments will be brought to the attention of management within five (5) days
from the date of posting in accordance with the grievance procedure set forth
in Article 16.  If a sufficient number of qualified employees do not sign the
voluntary work assignment sheet, the Company will assign the winter work to
qualified employees by inverse order of seniority.  The Company will provide a
list in the Central Quarry Office during the winter period where employees on
voluntary layoff may sign to indicate their willingness to return to work. The
Company will recall qualified employees signing this list by seniority to the
extent openings permit.  

 

(e) Because of
the application of the twelve (12) month recall provision, no quarry personnel
will be terminated during the winter layoff and no employee choosing voluntary
layoff will suffer any loss of seniority or termination.  In the event the
Company determines to make a permanent layoff during the winter layoff period,
such layoff will be in accordance with Section 12.1 of this Article and shall
not apply to senior employees on voluntary layoff.

 

(f) Employees
who are on layoff under this Section shall notify the Company should they leave
town for any period of time that may prevent the employee from responding to
any written notice of recall, either scheduled or unscheduled, within a period
of one (1) week.

 

 

12.7 Quarry Preference

 

The employee
will have the opportunity to indicate a preference to work in the Barre Quarries,
  Bethel quarries, or both if the work is needed.  Assignment to the location
will be according to the provisions of Article 12.6.  In the event the employee
signs up to work in both quarry locations, management will determine which
quarry location an employee is to be assigned, regardless of seniority.  In the
event any quarry operation is changed, shutdown, work force reduced,
re-started, or any other operational decision made during the seasonal winter
layoff period, employees will be reassigned according to article 12.6.  

 

 

 

 

 

 

 

 

25

 

 

ARTICLE 13

 Bonus Plan

 

13.1 Bonus Plan   

 

 All quarry operation
employees will receive a bonus for all paid hours which shall be based on total
service with the Company as of May 31:

 

Years of
Service                                  Bonus 

 5                                            6
1/4    cents per hour

 6                                            7
1/2        "      "     "

 7                                            8
3/4        "      "      "

 8                                            10           
"      "      "

 9                                            11
1/4      "      "      "

10                                            12
1/2       "      "      "

11                                            13
3/4      "      "      "

12                                            15           
"      "      "

13                                            16
1/4      "      "      "

14                                            17
1/2       "      "      "

15                                            18
3/4      "      "      " 

20                                            20            
"      "      "

25                                            25            
"      "      "

30                                            30           
"        "     "

35                                            35           
"       "      "

40                                            40             
"      "     "

45                                            45             
"      "     "  

 

For the purpose
of this Article, all paid hours shall include overtime (including premium
rate), holidays, vacations and call out pay.

 

 

13.2 Bonus Plan Payments 

 

(a) Bonuses will
be paid semi‐annually, on or before the last Friday prior to July 1 and
the last Friday prior to the start of the winter shutdown period.  The bonus
payment prior to Christmas will be based on hours paid between June 1 and
November 30, and the payment prior to July 1 will be based on hours paid
between December 1 and May 31. To be eligible for payment, the employee must be
on the Company payroll at the time of paying except in cases of retirement or
layoff.  A discharge will cancel accumulated bonus as well as years of service
with the Company.

 

(b) The Company
shall furnish to the member, at the time of seniority bonus distributions, a
separate record of hours paid, rate of pay and period covered. 

 

 

ARTICLE 14

Union Security

 

 

26

 

14.1 Mandatory Membership

 

It shall be a
condition of employment that all employees of the Company covered by this
Agreement who are members of the Union in good standing on the effective date
of this Agreement shall remain members in good standing and those who are not
members on the effective date of this Agreement shall, on or before the 31st
day following the effective date of this Agreement, become and remain members
in good standing in the Union.  It shall be also a condition of employment that
all employees covered by this Agreement and hired on or after its effective
date shall, on or before the 31st day following the beginning of such
employment, become and remain members in good standing of the Union.

 

 

14.2 Location of Stewards

 

Stewards who are
either elected or appointed by either the members of the Union or the Union
President  will remain in the areas in which they were elected or appointed so
far as possible. The Company shall have the right to assign the Steward to
another area for a temporary period or permanently if the area is being
permanently or temporarily closed or if the Steward successfully bids to a job
outside of the area.

 

 

ARTICLE 15

Check-Off

 

15.1 Check-Off 

 

 The Company
agrees to deduct each month from the wages payable to any employee who
authorizes the Company to do so, through a signed authorization card (Union
Form 530), the Union monthly dues, assessments uniformly imposed on all members
and, if owed, the Union's initiation fee.  Said amount shall be as designated
by the International Treasurer of the Union. The Company shall then remit by
the end of each month all sums so deducted to the International Treasurer,
United Steelworkers, PO Box 951667, Cleveland, OH 44193.

 

 

15.2
Union Copy

 

The Company shall also transmit by the end of each month to an officer
designated by the Local Union a copy of the list of employees from whom
deductions are made and a list of new hires during the month.

 

 

15.3 Dues Penalty

 

 The Company will
be responsible for the collection of dues prior to payment of closeout  due to
termination (quit or discharge) of employment.  Failing to collect, the Company
will be liable for payment(s) to the Union if it fails to collect from the
terminated member.

 

ARTICLE 16

Dispute Settlement

 

 

 

27

 

16.1 Dispute Steps

 

(a)  Any
difference which may arise as to the meaning or application of this Agreement
or any Memorandum Agreement between the parties as to compliance with the terms
of such agreements shall be resolved as follows:

 

Step 1:  Between the foreman and employee involved and/or Union Steward
and/or other Union representative. Grievances must be submitted within ten (10)
workdays of the time the subject of the grievance becomes or should have become
known to the aggrieved employee or Union

..

Step 2: Between
the Union Steward and/or other Union representatives and the Quarry Manager. 
If the matter is not settled within five (5) workdays of initiating this step, 
it may be referred to Step 3.

 

Step 3:
Between the Union President and/or Union Steward and the Vice President of
Quarry Operations and/or the Quarry Manager.  If the matter is not settled at
this step, then a formal written grievance will be submitted within five (5)
working days.

 

Step 4: Between
the United Steelworkers of America Staff Representative,  Local Union #4
President, the President of the Company, the Vice President of Quarry
Operations and/or the Quarry Manager. If the matter is not settled within five
(5) working days of initiating this step it may be referred to Step 5.

 

Step 5: Submit
the grievance to arbitration and pursuant to existing voluntary labor
arbitration rules of the American Arbitration Association within thirty (30)
days following the Step 4 answer.  The Arbitrator shall have no authority to
alter in any way the terms and conditions of this Agreement and shall confine
his decision to a determination of the facts and an interpretation and
application of this Agreement. The decision of the Arbitrator shall be final
and binding on all parties. The fees and expenses associated with arbitration
of the grievance shall be borne equally by the parties to the grievance or
dispute. 

 

(b) In the event
a difference is not appealed to the next succeeding step of the above procedure
within the time limit specified, the right of appeal shall be lost.

 

(c) The
aggrieved employee may attend any steps of the grievance procedures. Time
limits may be extended by mutual agreement.

 

 

16.2 Company Grievances

 

Grievance may be
initiated by the Company. The grievance shall be discussed between the Company
representative and the Steward, Local Union President or other Union
representative. In the event such difference is not settled through such
discussion, the dispute will be further processed in accordance with the
provisions of Section 16.1, Steps 3, 4 and 5.  

 

 

16.3 Signed Grievances

 

Grievance
processed in accordance with the provisions of this Article must be in writing
and signed by the grieving party for submission to Step 4 and succeeding
Steps.  It is mutually understood that the words "Foreman" or
"Quarry Manager" may be replaced by the word "Company"
where appropriate. Time limits may be extended by mutual agreement.

 

28

16.4 Rules

 

(a) The Union agrees that during the term of this Agreement neither the Union nor its members shall
encourage or engage in any strikes, stoppages, slowdowns or other interruptions
of work, and the Company agrees that there shall be no lockouts.

 

(b) It is
understood and agreed that in the event of any alleged violation of this
Agreement, which violation is not authorized or ratified by the International
Union, there shall be no liability for damages on the part of said
International Union, Local Union or any of their officers or agents, and the
sole recourse and exclusive remedies of the employer shall, in such event, be
those which are specifically provided for in this Agreement.

 

(c) It is
understood and agreed that in the event of any strike, work stoppage,
interruption or impeding of work on the part of any employee during the life of
the Agreement, there shall be no liability on the part of the International
Union,  Local Union or any of their officers or agents, provided such strike,
work stoppage, interruption or impeding of work was not authorized or ratified
by the International Union,  Local Union or any of their officers or agents,
and provided further that, upon the occurrence of such unauthorized strike, 
work stoppage,  interruption or impeding of work, the International Union or
the Local Union shall, upon request of the Company,  notify the employees
involved that such action by said employees was unauthorized and direct said
employees to return to work promptly,  and shall take further steps as are
reasonable and appropriate under the circumstances to bring about a termination
of such unauthorized strike, work stoppage,  interruption or impeding of work, 
impose such disciplinary measures upon the employees involved as are not
inconsistent with the provisions of this Agreement.

 

 

 

ARTICLE
17

Reserve
for Inclement Weather - Power Failure

 

17.1
Reserve Hours

 

(a) Reserve hours do not apply to blacksmiths, shop men, grinders and
summer employees. 

 

(b) A reserve of 42 1⁄2 hours will be set up to be paid out in the
following way.

 

(c) When the
typical work week (typical work week is understood to mean the average number
of hours worked by over fifty (50%) percent of the outside quarry group during
one (1) week of those entitled to reserve hours falls below thirty-five (35)
hours not including overtime), four (4) hours will be added to the paid hours.
When the typical work week is between thirty-five (35) and forty (40) hours,
two (2) hours will be added to the paid hours. 

 

 

 

 

 

 

 

 

 

 

29

 

(d) In applying
reserve hours during a week in which Saturday is worked,  it is agreed that
reserve hours for inclement weather will be applied to work done Monday through
Friday and that hours worked on Saturday will not be included in determining
total hours worked during the week.

 

(e) To
illustrate:  If a bar runner works even though less than fifty (50%) percent of
the quarry is working, he will receive reserve hours pay at the end of the week
the same as the rest of the employees.

 

(f) Paid hours
shall be understood to include premium hours for overtime, paid holidays and
vacation time.

 

(g) The balance,
if any, of the 42 1⁄2 hours remaining at the end of the year is to be paid on the
last payday before Christmas.  Employees with less that one (1) year of service
at the end of the calendar year shall be entitled to prorated unused reserve
hour payments, if any, based upon months of service.  

 

(h) Inclement weather pay not paid to an individual employee due to sickness,
vacation or other authorized absence shall be paid with the balance, if any, at
the end of the year.

 

(i) An employee
who starts work during the course of the calendar year shall have the same
status as of the date of his employment as other employees have on that date in
respect to reserve hour payments to be made during the remainder of the year.

 

 

17.2 Power Failure

 

In the event of
a power failure in a section of the operations, employees will continue to work
as long as health and safety of employees are not affected and access to the
working area is available from another hoist.  In the event of power failure,
crews will remain on the job for a period of fifteen (15) minutes, for which
time they will be paid.   If power is not restored at the end of this fifteen
(15) minute interval, operations will be closed down upon appropriate
notification by the Company.  

 

In the event no
notification is given and the employees remain on the job, those employees will
continue to receive wages.  Article 17.1, Reserve for Inclement Weather, shall
not be applied on shutdowns due to power failure.

 

 

ARTICLE
18

Non-discrimination

 

18.1
Non-discrimination       

 

There shall be no discrimination for or against any employee because of
his performing the duties of a Union officer or committeeman. The Company shall
comply with applicable laws prohibiting discrimination against employees on
account of race, color, sex, sexual orientation, religion, national origin or
age.  Any reference in this Agreement to one (1) gender shall be deemed to
apply equally to the other.

 

 

 

 

 

30

 

 

ARTICLE 19

Union
Representatives

 

19.1 Union Representatives

 

Union
representatives can come to the office.  If management and Union
representatives mutually agree, men involved in grievances shall be called to
the office for interview.  It is agreed that the President of the Local
USW #4 will only have access to the Rock of Ages Corp. quarry operations (Barre
and Bethel) that are covered by this collective bargaining agreement,
specifically for purposes of administering
this agreement.

 

 

ARTICLE 20

Suspension of
Operations

 

20.1 Suspension Notice

 

Adequate notice
of any suspension of operations shall be posted stating when plant/quarry will close
as well as when work is to be resumed.

 

 

ARTICLE 21

LABOR MANAGEMENT
TEAM

 

21.1 LMT Formation 

 

(a) It is
mutually agreed to form a Labor Management Team (LMT) composed equally of Union
representatives and management representatives in such total number as may be
agreed from time to time by the Union and Company.  The LMT shall meet at least
quarterly (i.e. March, June, September, and December) to discuss and resolve
issues of safety,  health, betterment,  interdivisional job opportunities,
productivity and other items as may be appropriate.  The Union representatives
and/or Management must submit a list of specific agenda items for each meeting
at least one (1) week in advance of the meeting or the meeting is cancelled.

 

(b) The LMT is
intended to increase joint cooperation and develop an active employee
involvement process. These efforts shall not interfere with any provisions of
this Agreement nor circumvent the grievance procedure, nor interfere with
management's rights, but it is a goal of the LMT to avoid circumstances or
practices which could give rise to a claim by either party that the provisions
of this Agreement were not adhered to and to create an atmosphere of
cooperation so as to minimize events leading to grievances.

 

(c)The LMT may
have various divisions or advisory groups as mutually agreed and may meet
jointly with other USW.  LMTs formed in other divisions.

 

(d) The
objectives of the LMT will also focus on increasing customer service and
satisfaction, more effective methods of operation, enhancing employee morale
and creating and assuring full and open communication among employees and the
Company. The LMT will analyze and solve identified problems and participate and
support in the implementation of agreed solutions.  The LMT will also
investigate and recommend actions to the Company and Union to increase employee
involvement and responsibility in the areas of production, production teams,
and quality control.

 

31

 

(e) The Company
shall forward minutes of the LMT meetings to the Union and LMT members within
ten (10) days of the meeting.  The minutes shall include the names of those in
attendance, and the date, time and place of the meeting.

 

1. A schedule of
dates, times, and places for the LMT meetings will be forwarded to the union
prior to the beginning of each calendar quarter. Up to a maximum of three (3)
members will be paid for time while attending the LMT meeting. 

 

2. A schedule of
dates, times, and places for the stewards meetings will be forwarded to the
union prior to the beginning of each calendar quarter. Up to a maximum of eight
(8) members will be paid for time while attending the stewards meeting. Steward
from Bethel will be afforded the opportunity to attend the meetings and
released from the Bethel quarry forty-five (45) minutes prior to the scheduled
starting time of the meeting and will suffer no loss in pay. 

 

 

ARTICLE  22

Safety Rules

 

22.1 Safety Issues

 

(a) The Company
will confer with the Union regarding safety and other rules and regulations
affecting the health, safety and comfort of the employees.  There shall be a
Safety Committee to include union representation designated by the Union.  Minutes of each meeting will be distributed to all Committee members and the
President of U.S.W. Local 4.

 

(b) Any
national, state or municipal law enacted for the betterment of wages or working
conditions in the granite trade will not be violated.  All employees must
utilize safety equipment required by any national, state or municipal law.

 

(c) The Union agrees to cooperate with the Company in enforcing safety rules and practices in an
effort to reduce hazards and insure safe working conditions.

 

(d) Employees
are to comply with the safety rules in this Article and are to cooperate fully
with the management in the enforcement of these rules.

 

 

22.2 Safety Glasses

 

(a)    Safety
glasses must be worn on all jobs by all quarry personnel.  

 

 (b) The Company
shall provide safety glasses for its employees, upon the request of such
employees.  If an employee needs prescription safety glasses, he shall pay for
his own eye examination and shall furnish the prescription to his employer. 
The Company shall then provide such prescription glasses with a frame selected
from the group of standard frames, at no additional cost to the employee. 
Broken safety glasses shall be replaced by the Company on a reasonable basis.

 

 

22.3 Safety Shoes and Gloves

 

32

 

 

 

             (a) Within two weeks
of the start of each contract year, the Company will pay each employee an
allowance of one hundred seventy dollars ($170.00) to be used towards the cost
of approved safety footwear.  

(b) The Company
will provide, at no cost to the employee, working gloves that the company feels
are suitable for the employee performing the jobs. When an employee requests a
new pair of gloves, the old pair must be turned in.

 

 

22.4 Rock Drilling

 

 (a) To
eliminate the possible silicosis hazard in rock drilling in the Barre Granite
quarry belt, the Company has installed dust control equipment which meets the
reasonable standards established and published by the Vermont Occupational Safety
and Health Administration and/or the National Institute of Occupational Safety
and Health of the Mine, Safety and Health Administration, as applicable.

 

(i) "Rock
drilling" shall mean drilling, cutting, chipping, channeling, broaching or
crushing rock.

 

(ii)
"Injurious silica dust concentration" shall mean dust produced from
drilling silica bearing rock which is in excess of current Tolerance Level
Value as established and published by VOSHA and/or NIOSH or MSHA.

 

(b) Insofar as
practicable, all rock drilling operations shall be executed so that there will
be no dissemination of injurious silica dust concentrations into the
atmosphere.

 

(c) The whole
problem of dust equipment in every department pertaining to quarry operations
shall be the subject of study and research by a joint commission. This
commission shall consist of the representatives of the Safety Committee. 

 

(d) Dust control
equipment shall at all times be maintained in efficient working order and use. 
Inspections shall be carried out at the request of Company or Union Committee
by the state unit charged with industrial hygiene or the appropriate Federal
agency and reports of inspections given to both the Company and to the Union.

 

 

ARTICLE 23

Management's
Rights

 

23.1 Management Rights

 

 The management
of the quarries and the direction of the working forces, including the right to
hire, transfer, suspend or discharge for just cause, except as expressly
limited by this Agreement, and the right to lay off due to lack of work, and in
general all other functions of management unless expressly limited by the
Agreement are reserved to and are vested exclusively in the Company.

 

 

ARTICLE 24

Temporary
Transfers

 

 

33

 

24.1 Temporary Transfers

 

If an employee
is required to fill the place of another employee, his rate of pay shall not be
changed.  For example, if an employee is required to fill the place of another
receiving a lower rate, his rate of pay will not be reduced.  On completing his
period of temporary assignment he shall return to his former duties. Temporary
assignment means a period of thirty (30) days or less.  Senior employees will
be given preference where possible.

 

 

ARTICLE 25

Smoking

25.1 Smoking Policy

 

The Company and
Union hereby agree and jointly designate all work areas in which employees
covered by this Agreement perform any work activities as permitted smoking
areas and any employee covered by this Agreement shall be permitted to smoke in
any area with the sole exception of areas in proximity to combustible materials
which are designated by the Company as non‐smoking areas.  As a matter of
common courtesy and health concerns during breaks, employees

will not smoke in the quarry
warming shacks.  It is also mutually agreed between Union and Management that
in the event significant unresolved conflicts arise concerning this provision,
further steps may be taken concerning non smoking provisions.

 

 

ARTICLE 26

Discipline/Discharge

 

26.1 Discipline &
Discharge

 

 An Employee
who has completed his probationary period shall not be discharged or otherwise
disciplined without just cause.  A copy of written disciplinary action taken
against an employee shall be sent to the Local Union office.  Failure to comply
within ten (10) days will constitute the warning being null and void.

 

 

26.2 Written Warnings

 

           
The Company and Union agree that a written warning more than eighteen (18)
months old may not be used as the justification for discipline or discharge of
an employee. Subject to the immediately preceding sentence, in progressive
discipline cases, the Company will continue to consider in accordance with past
practice that a written warning or suspension without a follow‐up discipline or
suspension for the same cause for a period of six (6) months, not including time
lost for workers compensation, layoff or Sickness & Accident, as restarting the
progressive discipline process from the next succeeding written warning or
suspension for the same cause.  All inactive disciplinary records will be
purged from an employee's record after five (5) years from the date the record
was written unless that disciplinary record indicates otherwise.  Nothing
in this Section shall be construed to prevent the Company from discharging or
otherwise disciplining an employee for just cause or to prevent the Company and
the Union from keeping all disciplinary reports in an employee's personnel file
and providing the same to the appropriate parties under the Dispute Settlement
procedures of Article 16.

 

 

 

34

 

 

 

ARTICLE 27

Summer Employees

 

27.1 Summer Help

 

(a)  The Company
shall not be required to provide fringe benefits, pension contributions,
insurance coverage or reserve hours as set forth in Article 17 for persons
employed during the summer months except for Call‐In pay as set forth in
Section 2.3.

 

(b) Summer
employee minimum wage rate is one ($1.00) dollar above the minimum rate as set
by the U.S. Department of Labor.  If such minimum wage rate is increased by the
Department of Labor during the life of this Agreement, summer employee pay
rates will increase accordingly.  Such employees are not to be employed below
the quarry rim, the intention being that they are not to perform general
production work.

 

(c) The Company
will not have the right to hire such summer quarry employees as long as there
are employees of the Company on layoff who can perform available work and who
are willing to do so.

 

 

ARTICLE 28

Bethel
Quarry

 

28.1 Bethel Quarry Travel Expense

 

Employees that
are assigned to work at the Bethel quarry (per the provisions of Article 12, para.4)
will receive, as a temporary rate, fifty ($.50) cents per hr. over the quarry
minimum set wage. When an employee is not assigned to the Bethel quarry he may
not receive the temporary rate. 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

35

 

 

 

 

 

 

 

 

SIGNATORY PAGE

 

 

 

 

 

 

 

 

This page provided by
USW

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

36

 

QUARRY DIVISION

CALENDAR OF HOLIDAY OBSERVANCES

DURING 2009 - 2012
CONTRACT

2009

Memorial Day                                                    May
25                       Monday

Independence Day                                             July
6                          
Monday

            Alternative for shut down                       July
3                           Friday

Labor Day                                                        September
7                Monday

Employee Appreciation Day                              September
8                Tuesday                       

Veterans Day*                                                  November
16              Monday

Thanksgiving Day                                              November
26              Thursday

Day After Thanksgiving                                     November
27              Friday

Christmas Day                                                  December
25               Friday

 

2010

New Years Day                                               January
1                     Friday

Day Before Town Meeting                               March 1                       Monday

Town Meeting Day                                          March
2                       Tuesday

Memorial Day                                                  May
31                        Monday

Independence Day                                           July
5                           Monday

            Alternative for shut down                     July 12                         Monday

Labor Day                                                       September
6                Monday

Employee Appreciation Day                            September
7                Tuesday

Veterans Day*                                                November
15              Monday

Thanksgiving Day                                            November
25              Thursday

Day After Thanksgiving                                   November
26              Friday

Christmas Day                                                December
24               Friday

 

2011

New Years Day                                             December
31               Friday

Day Before Town Meeting                             February
28                 Monday

Town Meeting Day                                        March
1                       Tuesday

Memorial Day                                                May
30                        Monday

Independence Day                                         July
4                           Monday

            Alternative for shut down                   July
1                           Friday

Labor Day                                                    September
5                Monday

Employee Appreciation Day                          September
6                Tuesday

Veterans Day*                                              November
14              Monday

Thanksgiving Day                                          November
24              Thursday

Day After Thanksgiving                                 November
25              Friday

Christmas Day                                              December
26               Monday

 

2012

New Years Day                                            January
2                     Monday

Day Before Town Meeting                             March 5                       Monday

Town Meeting Day                                       March
6                       Tuesday

 

*Veteran's Day will be observed
on the first day of rifle season. 

 

37Agreement Between

 

 

 

 

 

Agreement Between

 

 

 

 

UNITED STEELWORKERS  

 

AFL-CIO-CLC

 

On behalf of USW

 

AMALGAMATED LOCAL #4

 

 

 

and

 

 

 

ROCK OF AGES CORPORATION

 

Manufacturing Division

 

 

 

 

 

 

 

April 25, 2009 - April 29, 2011

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

AGREEMENT

 

by and between

 

Rock of Ages Corporation

 

and

 

United Steelworkers, AFL-CIO-CLC

 

 

 

 

 

 

 

 

April 25, 2009

 

 

 

TABLE OF CONTENTS

 

AGREEMENT
.................................................................................................................................1

 

ARTICLE 1 Term
............................................................................................................................1

 

ARTICLE 2 Hours of Work
- Overtime
...........................................................................................1

           
2.1 Regular Hours
................................................................................................................1

           
2.2 Maintenance Men
...........................................................................................................1

           
2.3 Saturday and Sunday
Pay..............................................................................................2

           
2.4 Extra Shift
......................................................................................................................2

           
2.5 Miscellaneous
................................................................................................................2

 

ARTICLE 3 Layoff Job
Opportunity
................................................................................................3

           
3.1 Layoff Job
Opportunity.................................................................................................3

 

ARTICLE 4 Wages
...........................................................................................................................3

           
4.1 Wage Increases and Minimum Wages
...........................................................................3

           
4.2 Employment
...................................................................................................................4

           
4.3 Wage Negotiations
.........................................................................................................4

           
4.4 Wage
Adjustment..........................................................................................................5

           
4.5 Transfers
........................................................................................................................5

           
4.6 Infirm
Employees..........................................................................................................5

           
4.7 Payment of Wages
.........................................................................................................5

           
4.8 Workers' Compensation
.................................................................................................6

           
4.9 Jury Duty
........................................................................................................................6

 

ARTICLE 5 Military
Service
............................................................................................................6

           
5.1 Military Service
.............................................................................................................6

 

ARTICLE 6 Holiday Pay
..................................................................................................................6

           
6.1 Paid Holidays
.................................................................................................................6

           
6.2 Eligibility
.......................................................................................................................7

           
6.3 Holiday Work
.................................................................................................................8

           
6.4 Holiday Change
.............................................................................................................8

           
6.5 Holiday Premium
...........................................................................................................8

 

ARTICLE 7
Vacations......................................................................................................................8

           
7.1 Vacation Period
...............................................................................................................8

           
7.2 Vacation
Payments..........................................................................................................9

           
7.3 Requirements
...................................................................................................................9

           
7.4 Amount of Vacation
........................................................................................................10

           
7.5 Severance of Employment
..............................................................................................12

 

i

 

ARTICLE 8
Bereavement/Birth of a Child
......................................................................................12

           
8.1 Five (5) Day Bereavement
............................................................................................12

           
8.2 Three (3) Day Bereavement
..........................................................................................12

           
8.3 Internment
.....................................................................................................................12

           
8.4 One (1) Day Bereavement
.............................................................................................13

           
8.5 Birth or Adoption of a Child
...........................................................................................13

           
8.6 Bereavement While on Vacation
.....................................................................................13

 

ARTICLE 9 Insurance
......................................................................................................................13

           
9.1 Insurance
........................................................................................................................13

           
9.2 Benefits
...........................................................................................................................13

           
9.3
Contributions...................................................................................................................15

           
9.4 Disability
..........................................................................................................................15

           
9.5 Retired Employees
...........................................................................................................15

           
9.6 Consultant
........................................................................................................................16

           
9.7 Insurance Objectives
........................................................................................................16

           
9.8 Delinquency
.....................................................................................................................16

 

ARTICLE 10 Pension Plan
Agreement
...............................................................................................16

           
10.1 Merger of the Pension Plan
...............................................................................................16

           
10.2 Incorporated
Documents...................................................................................................16

           
10.3 Contribution
Rate.............................................................................................................17

           
10.4 Covered Employees
........................................................................................................17

           
10.5 Hours
Worked................................................................................................................17

           
10.6 Payment of
Contribution..................................................................................................17

           
10.7 Coverage - Newly Hired Employees Not Previously
Covered.........................................17

           
10.8 Coverage - Newly Hired Employees Who Were Previously
Covered..............................17

           
10.9 Contribution Reports and
Data.......................................................................................17

           
10.10 Delinquent
Employers..................................................................................................18

 

ARTICLE 11 401K Plan
..................................................................................................................18

           
11.1 401K
Plan....................................................................................................................18

 

ARTICLE 12 Notices
.....................................................................................................................18

           
12.1 Bulletin Boards
............................................................................................................18

           
12.2 Holiday Notice
............................................................................................................18

           
12.3 Emergencies
................................................................................................................18

           
12.4 Plant Bidding
...............................................................................................................18

           
12.5 Union Postings
.............................................................................................................19

 

ARTICLE 13 Layoff,
Recall, Reinstatement After On-the-Job Injury
...................................................19

           
13.1 Layoff and Recall
............................................................................................................19

           
13.2
Layoffs...........................................................................................................................20

           
13.3 Layoff Job
Opportunity...................................................................................................20

           
13.4
Seniority.........................................................................................................................21

           
13.5 Seniority Roster
..............................................................................................................21

 

ii

 

 

ARTICLE 14 Union
Security
..........................................................................................................21

           
14.1 Union Security
............................................................................................................21

 

ARTICLE 15 Check-off
.................................................................................................................21

           
15.1 Check-Off
..................................................................................................................21

           
15.2 Union Copy
................................................................................................................21

           
15.3 Dues Penalty
...............................................................................................................22

           
15.4 Journeyman Dues
........................................................................................................22

           
15.5 Sign-Ups
.....................................................................................................................22

 

ARTICLE 16 Dispute
Settlement
....................................................................................................22

           
16.1 Dispute Settlement
......................................................................................................22

           
16.2 Company Grievances
..................................................................................................23

           
16.3 Signed Grievances
.......................................................................................................23

           
16.4 Rules
...........................................................................................................................23

 

ARTICLE 17 Plant Access
.............................................................................................................24

           
17.1 Plant Access
...............................................................................................................24

 

ARTICLE 18
Nondiscrimination
.....................................................................................................24

           
18.1 Non Discrimination
.....................................................................................................24

 

ARTICLE 19 Public
Insurance
.......................................................................................................24

           
19.1 Reinstatement to Job
..................................................................................................24

           
19.2 Unemployment/Workers Compensation
.....................................................................24

 

ARTICLE 20 Mutual
Cooperation
.................................................................................................25

           
20.1 Mutual Cooperation
...................................................................................................25

 

ARTICLE 21 Labor
Management Team
........................................................................................25

           
21.1 Labor-Management Team (LMT)
..............................................................................25

 

ARTICLE 22 Safety
Measures
.......................................................................................................26

           
22.1 Safety Glasses
............................................................................................................26

           
22.2 Miscellaneous
.............................................................................................................26

           
22.3 Plant Heat
..................................................................................................................27

           
22.4 Consultation and Enforcement
.....................................................................................27

           
22.5 Legal Obligations
........................................................................................................27

 

ARTICLE 23 Probationary
Period
..................................................................................................28

           
23.1 Probationary Period
....................................................................................................28

 

ARTICLE 24 Apprentices
..............................................................................................................28

           
24.1 Apprentices
................................................................................................................28

           
24.2 Reduction of Work
.....................................................................................................28

           
24.3 Apprentice Wages
......................................................................................................28

 

iii

 

 

ARTICLE 25 Leaves of
Absence
....................................................................................................28

           
25.1 General Leave of Absence - Leave
..............................................................................28

           
25.2 Union
Leave................................................................................................................29

           
25.3 Presidential - Executive Board
Leave...........................................................................29

 

ARTICLE 26
Discipline/Discharge
..................................................................................................29

           
26.1 Discipline/Discharge
....................................................................................................29

           
26.2 Written Warnings
........................................................................................................29

 

ARTICLE 27
Interdivisional Maintenance Work
..............................................................................29

           
27.1 Interdivisional Maintenance Work
................................................................................29

 

ARTICLE 28
Subcontracting
..........................................................................................................30

           
28.1 Subcontracting
............................................................................................................30

 

ARTICLE 29 Management's
Rights
.................................................................................................30

           
29.1 Management's Rights
...................................................................................................30

 

SIGNATURES...............................................................................................................................31

 

CALENDAR OF
HOLIDAYS.......................................................................................................32

 

 

 

 

 

 

 

 

 

 

 

 

iv

AGREEMENT

Agreement
entered into as of April 25, 2009 by and between the ROCK OF AGES CORPORATION
of Graniteville, Vermont (the Company) its successors and assigns and the UNITED
STEELWORKERS, AFL‐CIO‐CLC on behalf of USW Amalgamated Local #4
(the Union).  In consideration of the mutual covenants herein contained, it is
agreed as follows: 

ARTICLE 1

Term

This Agreement
shall be effective April 25, 2009 and shall continue in full force and effect
through April 29, 2011 and from year to year thereafter, unless either party
gives notice to the other, not less than sixty (60) days prior to April 29, 2011
or prior to April 29 of any year thereafter, that it desires to alter, amend or
terminate any or all of the terms hereof.

ARTICLE 2

Hours of Work ‐
Overtime

2.1 Regular Hours

(a)  Eight (8)
hours shall constitute a day's work, five (5) days shall constitute a week's
work, Monday to Friday inclusive.  Daily working hours will begin no earlier
than 7:00 a.m. and end no later than 3:30 p.m., except as follows:  The hours
of operations may be changed by a majority vote of each union and agreed to by
the company.

(b)  All work
done outside the working hours as prescribed above and work done during the
regular lunch period shall be paid at time and one‐half.

(c)  Overtime
will be distributed as equitably as is practicable and will be assigned to
employees based on such factors as who regularly works in the areas, who
regularly performs the work and special circumstances.  Refusal of overtime
shall not preclude a man from future overtime.  However, any refused hours will
be included when determining equitable distribution.

Whenever possible, weekday
overtime requests will be made no later than noon on the preceding day, and weekend requests will be made by noon on Thursday.  If there are not sufficient
volunteers, employees are to be assigned on the basis of inverse seniority,
subject to demonstrated ability to perform the work on those shifts.

 (d) An employee
and an employer may, by mutual agreement, arrange a schedule for the employee
which differs from the general schedules set forth in this Article.  The Union will be notified of such arrangement.  No such arrangement shall extend for more than
two (2) weeks unless approved by the Union.

2.2 Maintenance Men

            The working day
for maintenance men, regularly employed as such, shall be of eight (8) hours'
duration to be worked between 7:00 a.m. and 3:30 p.m. and the working week shall be of forty (40) hours' duration to be worked from Monday to Friday,
inclusive.  The overtime rate shall be at time and one‐half for all hours
worked over any continuous eight (8) hour period, excluding lunch hour.  The
lunch hour of thirty (30) minutes is to be taken at the option of the employee.

1

 

2.3 Saturday and Sunday Pay

 

All work done on
Saturday shall be paid at time and one‐half.  Work shall be regarded as
being performed on Saturday only if an employee's shift begins on Saturday. 
Work done on Sunday shall be paid at double time.

 

2.4 Extra Shift

 

(a)  It is
agreed that the Company shall have the privilege of operating three (3)
shifts.  One (1) shift is to be the established working day and to be paid as
per Article 4 of this Agreement.  The second (2nd) and third (3rd) shifts shall
be of eight (8) hours' duration including a one‐half (1/2) hour meal
period which will be paid.  In addition to payment for work performed in
accordance with Article 4 of this Agreement, employees and apprentices working
on the second (2nd) or third shift shall receive a shift premium of One Dollar
and Seventy-five Cents ($1.75) per hour.

 

(b)  The Company
shall not require any employee to work alone unless a telephone is readily
available on the premises and a beeper with an automatic safety call‐in
every fifteen (15) minutes unless deactivated by the employee. 

 

2.5 Miscellaneous

 

(a)  Saturday
Work.  It is mutually agreed that work done on Saturday by grouters, tool
grinders and saw helpers shall not include any crane operation, boxing, or
mechanical repair work.

 

(b)  Regular
Lunch Period.  No work is to be done during the regular lunch period except in
a case of emergency where it is necessary.  If the Company desires to change
the regular lunch period from one (1) hour to one‐half (1/2) hour, the
Company has the option to make such change if a majority of the employees
represented by this Union and a majority of the employees represented by any
other local Union, voting separately in a vote conducted by the respective
Union representatives, approve that change in hours.

 

(c)  Notice of
Absence.  Employees are obligated to give notice, as soon as possible, to the
Company on the day they are unable to report for work.  This should be done as
soon as possible and include the reason for absence or lateness. An absence for
three (3) consecutive scheduled workdays without notifying the Company will
subject the employee to discipline, up to and including discharge.

 

(d)  Report
Pay.  In the absence of a notice not to report to work, should any employee
report to work and be discharged before work begins or during the first two (2)
hours of the day, he shall be paid no less than two (2) hours' pay.

(e)  In assigning employees to work on the second (2nd) and/or third (3rd)
shift, the Company shall first seek volunteers with preference being given on
the basis of length of service (seniority) with the Company subject to
demonstrated ability to perform the work on those shifts.  If there are not
sufficient volunteers, employees shall be assigned on the basis of inverse
seniority, subject to demonstrated ability to perform the work on those shifts.

 

 

 

 

2

 

ARTICLE 3

 Layoff Job Opportunity

3.1 Layoff Job Opportunity

In the event of
a layoff of employees covered by this contract and if the Company has need for
additional manpower in any of its other divisions in Barre or Bethel, the
Company will offer these positions to the laid‐off employees by seniority
subject to ability and physical fitness and a sixty (60) day probationary
period.  The employee selected may accept the position offered or elect to take
the layoff.  During the probationary period, the successful employee may revert
to layoff status at his option.  If the position available is covered by a
different contract, the employee shall not be required to change groups unless
he is not returned to his former position within twelve (12) months.  The
employees shall suffer no loss of seniority for such assignment when he is
returned to his former position.  Employees will be returned to their former
positions by seniority if and when work becomes available.

It is
contemplated that the employees choosing to work in a new division will be
assigned entry level positions.  If the employee is assigned to a
classification higher than laborer, grouter, plant sweeper, tool grinder or
quarryman, the employee shall not hold the position for more than sixty (60)
days without the consent of the Union.  Those accepting assignment in another
division will be the lowest in seniority in that division.  If an employee does
not honor a recall notice to his former position, or is employed in the new
division for more than twelve (12) months, his seniority in his prior division
shall be lost and his seniority date in his new division shall be his start
date with that division except if otherwise agreed by the Company and Union.

The Company and
the Union agree that as a new and untested provision, either the Union or the Company may cancel this provision with thirty (30) days' prior written notice
of cancellation.

ARTICLE 4

Wages

4.1 Wage Increases and Minimum
Wages

(a)  Effective April
26, 2009 each employee in the bargaining unit shall receive the following
minimum wage rates:

April 26,2009

Group A

Drivers‐Permanently
assigned over‐the‐road

(Barre area),
10‐wheel, carrying blocks

or slabs over 15
tons, with a majority of

time spent in
such over‐the‐road driving 
.........................................................$19.00

 

 

 

 

3

 

Group B

Maintenance 
.....................................................................................................$18.80

 

Group C

Lumpers/crane
operators, Boxer/Washstand, Grouter, Plant Sweeper

Fork Lift
Operator, Yardman, Shipper, Tool Grinder, Saw Helper

 Light Truck
Drivers  .......................................................................................$18.70

 

Note:  all existing employees
grandfathered at existing pay levels if over new minimums.

(b)  Effective May
2, 2010 each employee in the bargaining unit shall receive a wage increase of fifty
cents ($.50) per hour, and the minimum wage rate shall be as follows:

 

May 2, 2010

 

Group A

Drivers‐Permanently
assigned over‐the‐road

(Barre area), 10‐wheel,
carrying blocks

or slabs over 15
tons, with a majority of

time spent in
such over‐the‐road driving  .....................................................$19.50

 

Group B

Maintenance 
..................................................................................................$19.30

 

Group C

Lumpers/crane
operators, Boxer/Washstand, Grouter, Plant Sweeper

Fork lift
operators, Yardman, Shipper, Tool Grinder, Saw Helper

Light Truck
Drivers 
......................................................................................$19.20

 

(c) Apprentice
wage rates shall be the following percentage of the applicable journeyman rate:

 

Start:                           70%                 After
6 months:           90%

After 3 months:           80%                 After
1 year:                100%

 

4.2 Employment

 

It is mutually
agreed and understood between the Company and the Union that employment on a
weekly basis shall not be permitted in any plant covered by this Agreement
unless agreed upon by the Union.

 

4.3 Wage Negotiations

 

        It is mutually
agreed by both parties that types of labor performed for which no
classification or minimum wage rates have been fixed can at any time be opened
by either party and submitted to the Labor Management Team (LMT) of the Union and the Company.  The decisions of the LMT under this Article shall be subject to
ratification by the Company and the Union.  If the LMT fails to agree or if the
Agreement is not ratified by both parties, either party may invoke arbitration
within twenty (20) calendar days after the LMT has failed to agree or the
parties have failed to ratify, as the case may be.  The arbitration procedure
will otherwise be in accordance with Article 16.1 beginning at Step 4.

4

 

4.4 Wage Adjustment

If at any time
during the existence of this Agreement an increase should be granted, any
employee receiving more than the minimum wage as provided in this Agreement
should receive the same wage adjustments but for no reason shall his wages be
reduced before making said adjustments.

4.5 Transfers

When a employee,
except an apprentice, is required to fill the place of another employee
receiving a higher rate of wages, under Article 4, he shall receive the higher
contract rate while performing these duties, but if required to fill the place
of another employee receiving a lower rate, for a period of thirty (30) days
his rate will not be changed.

            The Union understands
that there is a need for flexibility within the Company to assure for an
efficient operation.  The Company and Union agree that the Company may assign
employees from one plant to work "temporarily" in another plant.  The word
"temporary" is understood and agreed to mean the limited covering for sickness,
vacations, injuries, operational emergencies and/or the scope and/or the
duration of a particular project or projects.  It is not the intent of the
Company to use temporary assignments as a means to replace or displace an
employee in one plant with an employee from another plant.  In the event the Union believes that the Company has not complied with this provision, the Union may bring
the situation in question to the Labor-Management Team ("LMT") for resolution. 
If the matter cannot be resolved by the LMT, the Union shall have the right to
grieve it.

4.6 Infirm Employees

Employees who
through infirmity or other reasons are not able to earn the wage given in this
Agreement may work for such wages as may be satisfactorily agreed upon between
the Union representative, the employee and the Company.

4.7 Payment of Wages

(a)  Wages may
be paid by cash or check in an envelope at the option of the Company.  In the
event of a default in payment of such check by the Company, such option shall
be revoked and payment shall thereafter be in cash.  Wages to be paid in full
weekly and within five (5) days of the time they become due, and to be paid
during working hours; not more than five (5) days to be retained.

(b)  Any
employee discharged shall receive his pay immediately.  Any employee leaving
shall notify the Company and having complied with this requirement shall
receive his pay in cash or check on the regular pay day for the week of
separation in person or by mail at the option of the employee.

(c)  The Company
shall be required to furnish employees with written information weekly which
shall designate the total earnings, total withholdings, number of hours worked
at straight time and number of hours at overtime and rate of pay.

 

 

5

 

4.8 Workers' Compensation

 

If an employee
has to leave work because of a workers' compensation injury and is unable to
return, he shall suffer no loss of straight time pay for that day.

 

4.9 Jury Duty

 

An employee who
is required to report for jury duty on a day when he otherwise would have
worked shall receive regular straight‐time pay for up to a maximum of
thirty (30) days per calendar year.  The Company can require verification of
jury duty served.  It is understood that if an employee is released from jury
duty so that he can reasonably report for work at least three (3) hours before
the end of his scheduled shift, he must report for work that day.

 

ARTICLE 5

Military Service

 

5.1 Military Service

 

Employees'
rights shall not be forfeited because of service with the Government during national
emergencies.  The Company agrees to abide by national laws covering rehiring of
veterans.

 

ARTICLE 6

Holiday Pay

 

6.1 Paid Holidays

 

(a)  There shall be up to 11 paid holidays.  The paid holidays shall
be:  the day preceding Town Meeting Day, Town Meeting Day, Memorial Day,
July Fourth, Labor Day, Veterans' Day, Thanksgiving Day, Friday after
Thanksgiving Day and Christmas Day, and shall be paid regardless of whether the
holiday falls on a Saturday or Sunday.  In addition, there shall be a paid
holiday for New Year's Day, subject to the following terms and conditions. 
To be eligible for this holiday, an employee must satisfy all eligibility
requirements of this Article.  In addition, the employee must work during
the week in which the New Year's holiday falls.  Payment of the Christmas
holiday does not affect eligibility for the New Year's holiday.  There
shall be a paid holiday for Rock of Ages Employee Appreciation Day to be
observed by all employees on the Tuesday following Labor Day holiday.  The
holidays will be observed during the term of this contract on the dates shown on
the attached Calendar of Holiday Observances. .  In the event the Veteran's
Day holiday shown on the attached Calendar does not fall on the designated
National holiday, employees may take paid vacation or unpaid personal time to
attend Veteran's Day observances given notice to management of at least one
week.

 

(b)  If a
holiday falls on Saturday or Sunday, it shall be observed on the following
Monday, in accordance with the holiday calendar attached hereto. 

 

(c)  Employees
who are laid off during either of the weeks in which Town Meeting days or
Thanksgiving falls shall not be eligible for holiday pay in those weeks. 
Instead, such employees must as individuals report to work on the first (1st)
work day following the conclusion of any such layoff and such employees may
collectively and mutually agree with the Company on days when they will, as a
group, take personal days off with pay if they were otherwise eligible for the
holiday pay.  Such personal days must be taken within thirty (30) days after
the first work day following the conclusion of the layoff in question and if
mutual agreement is not reached, the employees will receive pay in lieu of any
holidays to which they were entitled.

 

6

 

(d)  An employee
absent because of an off-the-job accident or sickness who is receiving sickness
and accident benefits will be paid his regular-wage holiday pay in lieu of his
daily sickness and accident benefit.

6.2 Eligibility

(a)  The
employee must have at least thirty (30) working days accumulated service to be
eligible for paid holidays.  After completing thirty (30) working days' service
any paid holiday that fell within the thirty (30) working day period becomes
payable.  If an employee quits before he has accumulated thirty (30) working
days' service, no holiday pay is due.  If he is laid off or is discharged
through no fault of his own before he has accumulated thirty (30) working days'
service, any holiday which fell within the period of his employment and
discharge becomes due and payable.

(b)  Subject to
the provisions of 6.1 (c), any employee who works to within four (4) working
days of a paid holiday and who has thirty (30) working days' accumulated
service with the Company and is then discharged or laid off will receive
nevertheless the holiday pay.

(c)  When a
holiday falls in an employee's vacation week, the employee shall receive pay
for that day at straight time in addition to vacation pay.

(d)  During the
week of a paid holiday, the employee must work a minimum of a full scheduled
work week excluding the holiday or holidays less one (1) scheduled workday. 
Exceptions to the above ruling can be made only by prior arrangements with the
Company.  Sickness during the week of a holiday shall not disqualify an
employee if he has notified the Company.

(e)  No employee
shall be entitled to the holiday pay as provided in this Article if such
employee is not working and is receiving compensation or benefits during such
period in which he is not working, whether he is receiving such compensations
or benefits under the State Unemployment Compensation Act, State Workers
Compensation Act , Granite Group Insurance Trust, or from any similar source to
which the Company contribute except as provided for under Article 6, subsection
6.1(d). Apprentices are eligible for paid holidays.

 

6.3 Holiday Work

 

Work done on the
following holidays, namely, January 1st, the day preceding Town Meeting Day,
Town Meeting Day, Memorial Day, July Fourth, Labor Day, Employee Appreciation
Day, Veterans Day, Thanksgiving Day, Friday after Thanksgiving Day and
Christmas Day, shall be paid as double time.

 

6.4 Holiday Change

In the event of
a state or federal law affecting the date on which holidays are celebrated, the
parties hereto will negotiate with respect to appropriate changes in this
Article with the understanding that the number of holidays shall remain the
same as set forth above.

 

7

 

6.5 Holiday Premium

 

Any paid days
off to which an employee is entitled under this Article shall include second
(2nd) and/or third (3rd) shift premiums, as the case may be, if the employee is
assigned to such shift on the day(s) for which he is entitled to such pay.

 

 

ARTICLE 7

Vacations

 

 

7.1 Vacation Period

 

(a)  The
vacation period shall be May 1 to April 30, subject to the following
conditions:  In the event of a shutdown, the employee can defer his vacation to
another date mutually agreed upon with his employer, in which case the Company
shall notify the Union of the employees' names and deferred vacation dates; if
there is a conflict in dates among employees seeking the same vacation time,
seniority shall govern unless the Company can show that the senior employee's
presence in the requested period is indispensable.  Employees who are entitled
to vacation who are scheduled to perform maintenance work may schedule and take
vacations in accordance with existing practices.  (The practice of permitting
an employee to take a leave of absence without pay will be continued.)

 

(b)  Beginning
in 2010, employees will be required to use a full week of vacation during the
week of July 4th if the company chooses to shut down that week.

 

(c)  An employee
must take at least one (1) week's vacation away from the job per contract year
unless otherwise mutually agreed by the Company and the employee and approved
by the Union.

 

(d)  Employees
must apply for vacations in writing prior to March 1.  The company will notify
employees of their intention to close the plant for the week of July 4th
prior to the March 1st vacation request deadline.  Written rejection
stating the reason why in accordance with 7.1(a) shall be returned to the
employee by March 15th or the vacation requested shall be deemed approved.

 (e) Subject to
the advance approval of management (which approval shall not be unreasonably
withheld), employees may occasionally take one-half (1/2) day of vacation. 
Half-days cannot be scheduled on the annual vacation calendar.

 

7.2 Vacation Payments

(a)  Payments of
vacation pay to employees will be made in advance. If an employee is
permanently laid off or resigns, vacation pay or fraction thereof shall be
payable in cash or check on the regular pay day for the week of separation.

 

 

8

 

7.3 Requirements

(a)  Vacations
will be granted to employees who have fulfilled the following requirements
prior to May 1:

            (i) 
An employee must have worked ninety percent (90%) or more of the regular hours
worked by the plant during his period of employment for the twelve (12) months
preceding May 1, the start of the vacation period, to be eligible for full
vacation earned.

            (ii) 
Three‐fifths (3/5ths) of full vacation earned if employee has worked
eighty percent (80%) of the plant hours scheduled.

            (iii) 
No vacation earned if employee has worked less than eighty percent (80%) of the
plant hours scheduled.

            (iv)
 Overtime hours worked shall be included in determining whether an employee has
met the requirements of subsections (i) and (ii).

            (v)  
For apprentices, vacation accruals will begin once the employee has been with
the Company for three (3) months and will be retroactive to his date of hire.

(b)  For the
purpose of determining whether the requirements above have been fulfilled and
in computing the amount of vacation to which an employee is entitled under
Section 7.4 below, the following additional rules shall govern:

            (i) 
Temporary layoff of sixty (60) days or over, USW strike time or shutdowns due
to business conditions do not count as earned time but do not terminate length
of accumulated service.  Permanent layoff, resignation, or discharge breaks
length of service.  If an employee is temporarily laid off and later asked to
return to work with a guarantee of at least three (3) months' work and refuses
to do so, then this constitutes a break in his length of service.  If he is
employed at a later date, it will be necessary to begin anew to build up years
of service and earned time.  Example:  A man works two (2) years for one (1)
employer and then is laid off for a period of nine (9) months.  At the end of nine
(9) months he returns to work for the same employer and works two (2) more
years.  His earned time is four (4) years.

           
(ii)  An employee who has been employed by the Company for at least six (6)
months shall be credited with up to a maximum period of one (1) year, time lost
by employee's sickness or accident or absence sanctioned by management in
writing, as earned timed and accordingly the employee will be paid vacation pay.

Example: A man
works two (2) years and three (3) months for one (1) employer and then is
absent from work for nine (9) months because of sickness.  At the end of the
nine (9) months' sickness, he returns to work. The earned time is three (3)
years.  If, after receiving vacation pay he then only works another two (2)
months, he is entitled to two‐twelfths (2/12ths) of two (2) weeks'
vacation; six (6) months, six‐twelfths (6/12ths) of two (2) weeks, and so
forth.

 

9

           

7.4 Amount of Vacation

Vacations will
be granted to employees as follows:

(a)  First (1st)
Week.  One (1) week's vacation or fraction thereof will be granted employees
with less than one (1) year of industry service on May 1 based upon the number
of months he has been employed in accordance with the table below.  This will
establish him on a May 1 to May 1 basis for future vacation calculations.

 

Length of
Industry Service                                                      
Vacation

1 mo.                           1/12
of a week                                    3.3 hours

2 mos.                          2/12
of a week                                    6.6 hours

3 mos.                          3/12
of a week                                    10.0 hours

4 mos.                          4/12
of a week                                    13.3 hours

5 mos.                          5/12
of a week                                    16.5 hours

6 mos.                          6/12
of a week                                    20.0 hours

7 mos.                          7/12
of a week                                    23.1 hours

8 mos.                          8/12
of a week                                    26.4 hours

9 mos.                          9/12
of a week                                    30.0 hours

10 mos.                        10/12
of a week                                  33.0 hours

11 mos.                        11/12
of a week                                  36.3 hours

12 mos.                        1
week                                                 40.0 hours

 

(b)  Second (2nd)
Week.  Employees with one (1) or more years of industry service on May 1 shall
be entitled to two (2) weeks' vacation or any fraction thereof computed in
accordance with the following table:

 

Length of
Industry Service                                                       
Vacation

1 mo.                           1/12
of 2 weeks                                   6.6 hours

2 mos.                          2/12
of 2 weeks                                   13.3 hours

3 mos.                          3/12
of 2 weeks                                   20.0 hours

4 mos.                          4/12
of 2 weeks                                   26.6 hours

5 mos.                          5/12
of 2 weeks                                   33.3 hours

6 mos.                          6/12
of 2 weeks                                   40.0 hours

7 mos.                          7/12
of 2 weeks                                   46.6 hours

8 mos.                          8/12
of 2 weeks                                   53.3 hours

9 mos.                          9/12
of 2 weeks                                   60.0 hours

10 mos.                        10/12
of 2 weeks                                 66.6 hours

11 mos.                        11/12
of 2 weeks                                 73.3 hours

12 mos.                        2
weeks                                               80.0 hours

 

 

 

10

            (c)  Third (3rd)
Week.  Employees will be granted a third (3rd) week's vacation or fraction
thereof computed on a May 1 to May 1 basis beginning with the second (2nd) May
of his continuous employment in the industry as follows:

2nd May    ‐     1
day      ‐     8 hours

3rd May     ‐     2
days     ‐     16 hours

                                    4th
May     ‐     3 days     ‐     24 hours

5th May     ‐     1
week    ‐     40 hours

Payment for such
third (3rd) week's vacation or fraction thereof will be paid in accordance with
Section 7.2 of this Article.

(d)  Fourth
(4th) Week.  Employees will be granted a fourth (4th) week's vacation computed
on a May 1 to May 1 basis beginning with the twenty‐fifth (25th) May of
his continuous employment with the Company.  Payment for such fourth (4th) week
of vacation shall be in accordance with 7.2(a).

Employees will
be granted a fourth (4th) week's vacation or fraction thereof computed on a May
1 to May 1 basis beginning with the twenty‐first (21st) May of his
continuous employment with the Company as follows:

21st May    ‐     1
day      ‐     8 hours

                                    22nd
May  ‐     2 days     ‐     16 hours

23rd May   ‐     3
days     ‐     24 hours

24th May   ‐
    4 days     ‐     32 hours

25th May   ‐
    5 days     ‐     40 hours

(e)  Such
vacation (time off) or vacation pay shall be paid at the straight time hourly
rate of pay in effect for said employees at the time of taking vacation or
receiving fractional vacation pay upon separation from employment.  In figuring
all earned vacation, a percentage of the regular straight time hours worked
during the year preceding May 1 will be used to determine the vacation pay. 
Overtime is not to be used in computing vacation time.

Vacation pay and
vacation bonuses shall include shift premiums for employees regularly assigned
to the second (2nd) or third (3rd) shifts, as the case may be, when such
vacation or bonus 

pay becomes due and payable.

(f)  For the
purpose of this Article, an employee's industry service shall be deemed
terminated in the event the employee voluntarily leaves the industry.

(g)  For the
purpose of computing vacation pay or fractions thereof, an employee hired on or
before the fifteenth (15th) day of a month shall be credited with the full pro
rata vacation pay otherwise attributed to that month, and an employee hired
after the fifteenth (15th) day of a month shall not be credited with any pro
rata vacation pay for that month.  An employee whose employment terminates on
or after the fifteenth (15th) of the month shall be credited with full pro rata
vacation pay otherwise attributable to that month.  An employee whose
employment terminates before the fifteenth (15th) of the month shall not be
credited with pro rata vacation pay for that month.  

 

11

 

EXAMPLE: A man
comes to work on February 13, 1980.  On May 1, 1980 he has completed three (3) months of employment and he is entitled to fractional vacation pay of three‐twelfths
(3/12ths) of one (1) week.  On May 1, 1981, the second (2nd) May of his employment,
he is entitled to two (2) weeks' vacation pay payable at vacation time and one
(1) day of vacation payable on the fourth (4th) regular pay day after his
return to work.  On May 1, 1982, he would be entitled to two (2) weeks and two
(2) days; May 1, 1983 ‐two (2) weeks and three (3) days; and May 1, 1984 ‐ three (3) weeks.  It is assumed in this example that the man worked at
least ninety percent (90%) of the scheduled hours worked by the plant during
each of the applicable twelve (12) month periods.  If he has worked eighty
percent (80%) of the time, he will receive three‐fifths (3/5ths) of the
vacation pay otherwise due.

 

7.5 Severance of Employment

 

A new employee
or an employee who is laid off, discharged or quits is to be allowed the
vacation benefit to which he is entitled under Section 7.4 above, prorated
according to his months of service; for example, one (1) month  = 1/12th; three
(3) months = 3/12ths; ten (10) Months = 10/12ths; etc.  Employees discharged
for cause shall not be eligible for pro rata vacation.

 

ARTICLE 8

Bereavement/Birth
of a Child

 

8.1 Five (5) Day Bereavement

 

In the event an
employee suffers the death of his child/stepchild, spouse, mother or father,
and the funeral and its arrangements occur during the employee's scheduled workdays,
the employee shall be allowed up to five (5) days off with pay, at his rate of
pay.

 

8.2 Three (3) Day Bereavement

 

In the event an
employee suffers the death of his brother, sister, stepmother, stepfather,
spouse's father, spouse's mother, grandchild, and the funeral and its
arrangements occur during the employee's scheduled workdays, the employee shall
be allowed up to three (3) days off with pay, at his rate of pay.  In the event
an employee suffers the death of his spouse's stepmother or stepfather and the
funeral and its arrangements occur during the employee's scheduled workdays,
the employee shall be allowed up to three (3) days off with pay, at his rate of
pay.

 

8.3 Internment

 

If interment is
postponed to a later date and occurs during the employee's scheduled work day,
the employee may take one (1) of the three (3) foregoing days off with pay on
the day of interment.

8.4 One (1) Day Bereavement

If an Employee
attends the funeral of a significant other, an in-law, grandparent or the
grandparent of his spouse or his spouse's brother or sister and it takes place
on a day when he otherwise would have worked, he shall not suffer a loss of any
straight time pay for that day.  

Any paid days
off to which an employee is entitled under this Article shall include second
(2nd) and/or third (3rd) shift premiums, as the case may be, if the employee is
assigned to such shift on the day(s) for which he is entitled to such pay.

12

 

8.5 Birth or Adoption of a
Child

 

An employee
will be entitled to one (1) day off with pay for the birth of the employee's
biological child or the day of adoption of a child.

 

8.6    Bereavement
While on Vacation

 

            Employees who are on
vacation when death occurs will receive the bereavement benefit, and may use
the affected vacation days at a later date.

 

 

ARTICLE 9

Insurance

 

9.1 Insurance

 

The Company
agrees to provide group insurance to employees and dependents as set forth
herein.

 

9.2 Benefits

 

(a)  The health
and welfare plan administered by the Company or its administrator as selected
by the Company shall provide for benefits as follows:

 

          
(i) 
Group Term Life Insurance ‐ $75,000.  The benefit amount will increase to
$80,000 effective May 1, 2010.

 

          (ii) 
Sickness and Accident Insurance ‐ $380.00 per week effective April 25,
2009 and $390.00 per week effective May 2, 2010 for fifty-two (52) weeks with a
Social Security offset for the last twenty-six (26) weeks thereof; eligibility
commences on the first (1st) day of accident or hospitalized sickness and the
fifth (5th) day of non‐hospitalized sickness.  If an employee qualifies
for sickness and accident insurance because of five (5) days of non‐hospitalized
sickness and remains qualified for at least one (1) additional week, the
Company will pay the employee the current rate for the unpaid five (5) day
qualifying period.

         
(iii)  Accidental Death or Dismemberment Insurance ‐ $75,000. The benefit
amount will increase to $80,000 effective May 1, 2010.

          (iv) 
Paid‐up Term Life Insurance.

                        (1)  Employees with ten (10) or more years of
service retiring on a regular pension will be given an $8,000 term insurance
policy or other funding mechanism on terms satisfactory to the Union.

                        (2)  Employees with ten (10) or more years of
service retiring on an early retirement pension will be covered by a regular
$8,000 term insurance policy or other funding mechanism on terms satisfactory
to the Union; or until age sixty‐five (65) when it will be eliminated and
replaced by a $8,000 term insurance policy or other funding mechanism on terms
satisfactory to the Union.

       

13

 

                       
(3)  Any employee with ten (10) or more years of service becoming totally
disabled after May 1, 1981 will continue to receive coverage for the full amount
of life insurance then in effect until he becomes substantially employed, as
determined by the Company and Union at which time the insurance will be
eliminated completely; or until age sixty‐five (65) when it will be eliminated
and replaced by a $8,000 term insurance policy or other funding mechanism on
terms satisfactory to the Union.

                        (4)  The full amount of life insurance shall
apply to employees with at least ten (10) years service, and the amount of
insurance shall be prorated down by years of service for employees with less
than ten (10) years of service.            

(v)
Health Insurance ‐ Health Insurance ‐  The Company shall provide
four (4) health insurance plans equivalent to the Blue Cross Vermont Health
Partnership (VHP),  the Blue Cross Vermont Freedom Plan 100 (VFP100), the Blue
Cross Vermont Freedom Plan  500 (VFP500) and the Blue Cross J Plan, subject to
the following general conditions:  

1.  Company will provide J or equivalent plan (including vision), with
employee contributions of 19 % going to 20% as of January 1, 2010.  

2.  Company will provide VHP or equivalent plan (including vision and
dental) with employee contributions of 18% going to 20% as of January 1, 2010. 

3.  Company will provide VFP 100 or equivalent plan (including vision) with
employee contributions of 17% going to 18% as of January 1, 2010. 

4.  Company will provide VFP 500 or equivalent plan (including vision) with
employee contribution of 3% going to 7% beginning January 1, 2010.  

5.  The Company has the right to rate the health plans separately.  

6.  New employees may not enroll in VHP or J plans.  If they take health
insurance, they must take a VFP plan.  They will be eligible to take other
plans, if offered, after they are with the company for six years.  

7.  Employees who are enrolled in the J or VHP plans cannot switch between
these two plans, but may switch to a VFP plan when it is available.  Once an
employee selects a VFP plan or opts out of the health insurance plan, the
employee is not eligible for a VHP or J plan.  

8.  Employees on either VFP Plan may purchase dental by paying 50% of the
premium.  

9.  Employees may choose to opt out of health plans and obtain a monthly
stipend of $300 paid once per month through payroll.  To be eligible, an
employee must demonstrate that he has insurance elsewhere.

(b)  The
insurance benefits which are provided for by the Company shall be described in
a brochure which shall be distributed to employees by the Company.  The terms
and conditions under which such benefits are provided are governed by insurance
agreements between the Company and its insurance carriers.

14

 

9.3 Contributions

 

The Company shall
maintain life insurance coverage for three (3) months and shall continue its
contributions for the health insurance coverage of a laid‐off employee
for three (3) calendar months (provided the employee makes his contribution if
any is required).  If the employee is laid off on or before the fifteen (15th)
of a month, that month shall be considered the first of the three (3) months;
and if the employee is laid off after the fifteenth (15th) of a month, the
following calendar month shall be considered the first (1st) of the three (3)
months.  If an active employee dies, the Company will continue health insurance
coverage for qualifying survivors (if any) for a period of three (3) months at
no cost to said survivor(s).  This provision shall not apply to employees on
layoff, Workers Compensation, or sickness and accident insurance.  To keep
policies in force, both Company and employee must pay his share while the
employee is off the job because of sickness and accident, strike or lockout or
any other suspension in the industry beyond the control of either management or
labor.

 

 

9.4 Disability

 

If an employee is permanently and totally disabled, the Company shall
continue its contribution for up to six (6) months, as described in previous
section "Contributions."  Thereafter, the Company will provide such
health insurance contributions (provided the employee makes his contribution,
if any is required) for five (5) years from the date when he ceased to work due
to such disability.  At the end of such five (5) year period, the Company shall
thereafter continue its contributions for individual coverage only, as long as
the employee is permanently and totally disabled, or until he reaches age
sixty-five (65), whichever occurs sooner; provided, that the Company will not
make any contributions described in this subsection (a) during any period when
the employee or his spouse is employed and group health insurance benefits are
available to them, or after he reaches age sixty-five (65).  The Company and
the Union may amend this subsection in their discretion.

 

9.5
Retired Employees

 

            Effective May 2, 1981, any employee who has retired between April 30, 1975 and April 28, 1990 under the provisions of the Barre Belt Granite Employer‐Union
Pension Plan shall be allowed to continue group insurance coverage in the
amount of $3,000 of term insurance, subject to any applicable insurance carrier
rules and regulations. The full cost of such coverage will be paid by the
retired employee at the group rate applicable to the term life insurance
including such insurance for retired employees being provided through the
Company.  The premium shall be paid by such retired employee.  The Company
agrees to pay one (1) month's health care premium for each five (5) years of
service with the Company, up to a maximum of three (3) month's premium.

 

9.6
Consultant

The Company is authorized to utilize the services of an impartial
professional consultant as deemed necessary to advise concerning the proper
operation of the insurance program.

 

 

 

15

 

 

9.7 Insurance
Objectives

 

The parties agree to consider and implement by agreement health insurance
cost containment measures with a view to improving and increasing the quality
and efficiency of health care.

 

9.8
Delinquency

 

If the Company is delinquent more than thirty (30) days pursuant to this
section; if the Union gives written notice to the Company of its intent to
withhold the services of employees; and if the Company has not cured the
delinquency by the appropriate payment or by entering into an arrangement satisfactory
to the Trustees by the sixtieth (60th) day after the delinquency began; then
the Union shall have the right to withhold the services of employees beginning
on the sixtieth (60th) day of delinquency or fifteen (15) days after notice
from the Union, whichever occurs later, if, and as long as, the Company is in
violation of this section.  For purposes of this paragraph, the Trustees shall
be deemed to have delegated the judgment concerning whether the appropriate
payment or a satisfactory arrangement has been reached to the Administrator. 
In addition, the Company shall be responsible for the payment of all wages
(including interest at the legal rate in Vermont) that would have been earned
in normal working hours during any strike called on account of delinquent
contributions.

 

 

ARTICLE 10

Pension Plan
Agreement

 

10.1 Merger of the Pension
Plan

 

The Barre Belt Granite Employer - Union Pension Plan
(the "Plan") has merged with and into the Steelworkers Pension Trust (the
"Pension Trust") pursuant to the terms of a certain merger agreement (the
"Merger Agreement") between the Plan and the Pension Trust, the terms of which
are incorporate herein by reference. (Hereafter, the merger of the Plan and the
Pension Trust is referred to as the "Merger".)

 

10.2 Incorporated Documents

 

This Article 10 incorporates by reference the terms of
a Merger Agreement between the Plan and the Pension Trust, and the provisions
of the documents governing the Pension Trust.

 

10.3 Contribution Rate

The month for
which the contribution is due is referred to as the "benefit month" and the
month prior to the benefit month is referred to as the "wage month."  Effective
May 3rd, 2009, the Employer shall contribute to the Pension Trust
each and every benefit month a sum of money equal to $1.70 per hour for each
hour worked by all Covered Employees during the wage month.  Effective May 2,
2010, the contribution shall increase to $1.75 per hour.  

 

 

16

 

10.4 Covered Employees

 

Covered Employees are all employees employed within
the Union's Bargaining Unit who were actively employed by the Employer for any
length of time during the wage month.  The Employer is required to make a
contribution to an employee whose employment is terminated during the wage
month.

 

10.5 Hours Worked

 

The term "Hours Worked" means not only hours actually
worked by Covered Employees, but also hours not actually worked but for which
Covered Employees were paid because of vacation, holidays, jury duty or
bereavement leave.

 

10.6 Payment of Contributions

 

Contributions are
due from the Employer on the fifteenth (15th) day of the benefit month,
commencing with the benefit month of February 1999 and each and every month
thereafter so long as this agreement is in force.

 

10.7 Coverage - Newly Hired
Employees Not Previously Covered

 

Newly hired employees not previously covered by the
Pension Trust are not considered Covered Employees until the first day of the
first calendar month immediately after the commencement of employment.  Such
calendar month is the new employee's first benefit month.  The immediately
preceding calendar month is the employee's first wage month.

 

10.8 Coverage - Newly Hired
Employees Who Were Previously Covered

 

Newly hired employees previously covered by the
Pension Trust are considered Covered Employees as of the first day of the first
calendar month immediately after the commencement of employment.  This calendar
month is the employee's first benefit month and the immediately preceding
calendar month is the employee's first wage month.

 

10.9 Contribution Reports and
Data

 

            The Employer
shall transmit to the Pension Trust with each contribution a contribution
report on the form furnished by the Pension Trust on which the Employer shall
report the names, status, hire and termination dates as applicable, as well as
the total hours paid to each covered employee during the wage month.  The
Employer shall provide a copy of this report to the Union.  The Employer
further agrees to supply to the Pension Trust such further information as may
from time to time be requested by it in connection with the benefits provided
by said Pension Trust to said employees, and to permit audits of its books and
records by the Pension Trust for the sole purpose of determining compliance
with the terms and conditions of this Agreement.

 

10.10 Delinquent Employers

 

            In the event
that an Employer fails to maintain affiliation in good standing with the
Pension Trust, the Employer shall be in violation of this Article 10, in
addition to all other applicable standards.  Immediately upon termination of
the Employer's affiliation with the Pension Trust, the Union and the employees
may withhold all services from the delinquent Employer until such time as the
default has been cured to the satisfaction of the Pension Trust and the Union.  In addition, the Company shall be responsible for the payment of all wages
(including interest at the legal rate in Vermont) that would have been earned
in normal working hours during any strike called on account of delinquent
conditions.

17

 

 

ARTICLE 11

401(k) Plan

11.1 401(k) Plan

 

The Company
agrees to establish and administer one (1) 401(k) program for all its Union
employees which will comply with all the requirements of ERISA, the Internal
Revenue Code and any other applicable laws.

 

The Company
agrees to a match of thirty-five (35%) percent on an employee's first $1,000
contribution per year and ten (10%) percent thereafter per year up to the
maximum contribution allowable by law per year.

 

 

ARTICLE 12

Notices

 

12.1 Bulletin Boards

 

The Company
shall install a bulletin board at each time clock for joint use of the Company
and Union, including IP, high bay, boxing and press rolls.

 

12.2 Holiday Notice

 

Before
suspending operations the day before or the day after a scheduled holiday, at
least three (3) calendar days' notice must be posted on the bulletin board.

 

12.3 Emergencies

 

Except in
circumstances which the Company could not reasonably foresee, at least twenty‐four
(24) hours' notice of any other suspension of operations must be posted on
bulletin boards stating when the plant will close as well as when work is to be
resumed.

 

12.4 Plant Bidding

 

Positions either
vacant or new will be posted within the affected plant.  Employees will have
two (2) days to bid for the posted job.  The Company will fill the job based on
seniority, ability, and physical fitness.  Ability means knowledge and/or
experience relating to the job in question at the time of the posting for the
position.  Should no bidder have the immediate ability to perform the posted
job and the Company has an immediate need to fill the vacancy, the Company may
hire a qualified outside applicant.  If a training period is acceptable,
bidders will be given preference over outside applicants.  Situations which
require extended training periods will be subject to a negotiated wage.  Cross
training will occur where it makes sense and based on ability.

 

12.5 Union Postings

 

The Company
agrees to post notices of official Union business which are received by the
Company from the Union.

 

 

18

 

ARTICLE 13

Layoff, Recall, Reinstatement
After On‐the‐Job Injury

 

 

13.1 Layoff and Recall

 

(a) In the
layoff and recall of employees, length of service shall be recognized subject
to ability and physical fitness among employees engaged in the same category of
work as enumerated in the classifications set forth in Section 4.1(a) of this
Agreement.  Employees shall have recall rights for twelve (12) months from the
date of layoff.

 

 (b)  In the
event a temporary seasonal layoff is to be implemented by the Company, the
Company will post an announcement of the layoff and its anticipated duration. 
The Company agrees that employees may elect to take the layoff on a voluntary
basis by seniority subject to ability.  If all employees with the ability to do
a particular job which will be worked during the layoff elect to take a
voluntary layoff, then the Company will require the least senior employee with
the ability to do the work.  The voluntary layoff will be only for the posted
duration of the layoff.  If for any reason the layoff is to be extended beyond
the posted period, the Company will notify those employees who have elected the
voluntary layoff of the extension of the layoff and the anticipated duration of
the extension.  Senior employees on voluntary layoff with the ability to perform
the jobs being worked during the extension of the layoff shall have the option
to displace any junior employees performing the work or continue their
voluntary layoff.  This process shall continue until the end of the layoff.  In
accordance with 12.1 (a), no employee may extend his voluntary layoff beyond
twelve (12) months since recall rights would be forfeited.

 

(c)  It is the
intent of the Company to attempt to return all employees suffering an injury on
the job to their regular job as set forth herein.  An employee disabled by a
compensable injury under applicable Workers Compensation law will be reinstated
by the Company when his or her inability to work ceases provided recovery
occurs within two (2) years of the onset of the disability.  An employee who
recovers within two (2) years of the onset of the disability will be reinstated
to a position suitable for the Employee given the position the Employee held at
the time of the injury and the Employee's ability to safely perform the duties
of the available position.  An employee shall suffer no loss of seniority when
reinstated in accordance with this Section 13.1 (c).

 

13.2 Layoffs

 

            Layoffs are to be by
individual plant(s).  Of the laid-off personnel, the individual with the most
seniority, subject to ability and/or physical fitness, will be afforded an
opportunity to "temporarily transfer" to one of the other Rock of Ages
facilities listed in Section 13.4 below if an opening exists and if he is
qualified.

            While temporarily
employed at one of the other Rock of Ages facilities, the employee will
continue to accumulate seniority at the plant from which the employee was laid
off prior to the temporary transfer.

 

13.3 Layoff Job Opportunity

 

Job openings at a specific
plant will be handled per section 12.4 above.  In the event the Company has
laid off employees at other Company plants or Divisions covered by this
contract, the Company will offer these positions first to the laid off
employee(s) by seniority subject to ability and physical fitness before hiring
outside applicants.  The employee(s) selected may either accept the available
position or elect to take a voluntary layoff any time during the initial sixty
(60) day period. The employee(s) may revert to a voluntary layoff status at his
or her option or at the option of the Company.

 

 

19

 

  If the position available is covered by
another contract (i.e. Quarry) the employee(s) shall not be required to change
groups unless he/she is not returned to his/her former position within the
twelve (12) month layoff and recall period.

 

             The employee(s) shall suffer no loss of
seniority for such assignment when returned to the former position.  Employees
will return to former positions by seniority, subject to ability and physical
fitness, if and when work becomes available.

 

            The Union will be immediately notified of the
employee(s) who accept assignment in another plant and/or division.  Upon
acceptance these employees will initially hold the lowest seniority in that
plant and/or division.

 

            Upon recall, if an employee does not honor a
"recall notice," (return receipt requested at last known address), or has been
employed at a new plant and/or division for more than twelve (12) months,
his/her seniority at the former plant and/or division shall be lost.  The
seniority date at the new plant and/or division shall be the employee's start
date with that plant and/or division except as otherwise agreed upon between
the Company, employee and Union.

 

            In the event the Union believes the Company
has not complied with this provision, the Union may bring the situation in
question to the Labor Management Team (LMT) for resolution.  If the matter
cannot be resolved by the LMT, the Union shall have the right to grieve it.

 

13.4 Seniority

 

One seniority list will be
maintained for the Rock of Ages Manufacturing Plant, Saw Plant and Press Roll
Plant.  Seniority for employees who were part of the former Saw Plant and Press
Roll Plant seniority group as of April 29, 2006 will be grandfathered in the event of a layoff.

 

 

13.5 Seniority Roster

 

The Company
shall provide the Union with a seniority roster semi‐annually, in April
and October.

 

 

 

 

 

 

 

 

 

 

 

 

20

 

ARTICLE 14

Union Security

 

14.1 Union Security

 

It shall be a
condition of employment that all employees of the Company covered by this
Agreement who are members of the Union in good standing on the effective date
of this Agreement shall remain members in good standing and those who are not
members on the effective date of Agreement shall, on or before the thirty-first
(31st) calendar day following the effective date of this Agreement, become and
remain members in good standing in the Union.  It shall be also a condition of
employment that all employees covered by this Agreement and hired on or after
its effective date shall, on or before the thirty‐first (31st) calendar
day following the beginning of such employment, become and remain members in
good standing of the Union.

 

 

ARTICLE 15

 Check‐off

 

15.1 Check-Off

 

The Company
agrees to deduct each month from the wages payable to any employee who
authorizes the employer to do so, through a signed authorization card (Union
Form 530), the Union monthly dues, assessments uniformly imposed on all members
and, if owed, the Union's initiation fee.   Said amount shall be as designated
by the International Treasurer of the Union.  The Company shall remit by the
end of each month on Form R-115 all sums so deducted to the International
Treasurer, United Steelworkers, P.O. Box 951667, Cleveland, Ohio 44193.

 

15.2 Union Copy

 

The Company also
shall transmit by the end of each month to an officer designated by the local Union a copy of the list of employees from whom deductions are made and the amount deducted
as well as a list of new hires during the month with their date of hire and
classification.

15.3 Dues Penalty

The Company will
be responsible for the deduction and collection of dues prior to final payment
to the employee as a result of quit or discharge and be liable for payment of
said dues to the Union if it fails to do so.

15.4 Journeyman Dues

Journeyman
employed will have dues automatically deducted from their pay from the first
(1st) day of hire and submitted according to Article 15, Section 15.1.

15.5 Sign-Ups

The Company
agrees to sign up new employees upon their hire and submit the section of the
Authorization Card (Union Form 530) to the Local Union President within thirty
(30) days.

 

21

 

ARTICLE 16

Dispute Settlement

 

16.1 Dispute Settlement

 

Any difference
which may arise as to the meaning or application of this Agreement or any
memorandum agreement between the parties as to compliance with the terms of
such agreements shall be resolved as follows:

 

Step 1:  Between
the foreman and employee involved and/or Union Steward and/or other Union
representative.  Grievances must be submitted within ten (10) workdays of the
time the subject of the grievance becomes or should have become known to the
aggrieved employee or Union.

 

Step 2:  Between
the Union Steward and/or other Union representatives and the Plant Manager.  If
the matter is not settled within five (5) workdays of initiating this step, it
may be referred to Step 3.

 

Step 3:  Between
the Union Representative and/or Union Steward and the Division Vice President
and/or the Plant Manager.  If the matter is not settled at this step, then a
formal written grievance will be submitted within five (5) working days.

 

Step 4:  Between
the United Steelworkers Staff Representative, Local Union #4 President, the
President of the Company, the Division Vice President and/or the Plant Manager.
If the matter is not settled within five (5) working days of initiating this
step, it may be referred to Step 5.

Step 5:  Submit
the grievance to arbitration and pursuant to existing voluntary labor
arbitration rules of the American Arbitration Association within thirty (30)
days following the Step 4 answer.  The Arbitrator shall have no authority to
alter in any way the terms and conditions of this Agreement and shall confine
his decision to a determination of the facts and an interpretation and
application of this Agreement.  The decision of the Arbitrator shall be final
and binding on all parties.  The fees and expenses associated with arbitration
of the grievance shall be borne equally by the parties to the grievance or
dispute.

In the event a
difference is not appealed to the next succeeding step of the above procedure
within the time limit specified, the right of appeal shall be lost.

The aggrieved
employee may attend any steps of the grievance procedures.  Time limits may be
extended by mutual agreement.

 

16.2 Company Grievances

Grievances may
be initiated by the Company.  The grievance shall be discussed between the
Company representative and the Steward, Local Union President or other Union
representative.  In the event such difference is not settled through such
discussion, the dispute will be further processed in accordance with the
provisions of Section 16.1, Steps 3, 4, 5.

 

 

22

 

16.3 Signed Grievances

Grievances
processed in accordance with the provisions of this Article must be in writing
and signed by the grieving party for submission to Step 4 and succeeding
Steps.  It is mutually understood that the words "Foreman" or
"Plant Manager" may be replaced by the word "Company" where
appropriate.  Time limits may be extended by mutual agreement.

 

16.4 Rules

The Union agrees that during the term of this Agreement neither the Union nor its members shall
encourage or engage in any strikes, stoppages, slowdowns or other interruption
of work, and the Company agrees that there shall be no lockouts.

It is understood
and agreed that in the event of any alleged violation of this Agreement, which
violation is not authorized or ratified by the International Union, there shall
be no liability for damages on the part of said International Union, Local
Union or any of their officers or agents, and the sole recourse and exclusive
remedies of the Company shall, in such event, be those which are specifically
provided for in this Agreement.

It is understood
and agreed that in the event of any strike, work stoppage, interruption or
impeding of work on the part of any employee during the life of the Agreement,
there shall be no liability on the part of the International Union, Local Union
or any of their officers or agents, provided such strike, work stoppage,
interruption or impeding of work was not authorized or ratified by the
International Union, Local Union or any of their officers or agents, and
provided further that, upon the occurrence of such unauthorized strike, work
stoppage, interruption or impeding of work, the International Union or the Local
Union shall, upon request of the Company, notify the employees involved that
such action by said employees was unauthorized and direct said employees to
return to work promptly, and shall take further steps as are reasonable and
appropriate under the circumstances to bring about a termination of such
unauthorized strike, work stoppage, interruption or impeding of work, impose
such disciplinary measures upon the employees involved as are not inconsistent
with the provisions of this Agreement.

 

 

 

 

 

 

 

 

23

ARTICLE 17

Plant Access

 

17.1 Plant Access

 

It is agreed
that a representative of the Union shall be permitted to enter any Rock of Ages
property covered by this Agreement during working hours for the purpose of
administering the provisions of this Agreement.  A committee wishing to enter
any Rock of Ages property covered by this Agreement during working hours must
first get permission at the office.     

 

 

ARTICLE 18

Nondiscrimination

18.1 Non Discrimination

 

There shall be
no discrimination for or against any employee because of his performing the
duties of a Union Officer or committeeman. The Company shall comply with
applicable laws prohibiting discrimination against employees on account of
race, color, sex, sexual orientation, religion, national origin, or age.  Any reference
in this Agreement to one gender shall be deemed to apply equally to the other. 

 

 

ARTICLE 19

Public Insurance

 

19.1 Reinstatement to Job

 

It is the intent
of the Company to attempt to return all employees suffering an injury on the
job to their regular job as set forth herein.  An Employee disabled by a
compensable injury under applicable Workers Compensation law will be reinstated
by the Company when his or her inability to work ceases provided recovery
occurs within two (2) years of the onset of the disability will be reinstated
to his former job or one suitable under the law given the position the Employee
held at the time of the injury and the Employee's ability to safely perform the
duties of the available position.  An Employee shall suffer no loss of
seniority when reinstated in accordance with this Section 19.1.

 

19.2 Unemployment/Workers
Compensation

 

The Company
agrees to comply with applicable laws governing Unemployment Compensation
Insurance and Workers' Compensation Insurance for employees.

 

 

  

 

24

 

ARTICLE 20

Mutual Cooperation

 

20.1 Mutual Cooperation

 

The Company and
the Union agree that, for the best interest of the employees, the Company and
the community as a whole, they favor and will encourage the progress and growth
of the Granite Industry in Vermont.

 

The Company
shall not be restricted in his manning of and assignment of operations to
existing, new or automated equipment and systems which do not impose an
unreasonable safety hazard to employees or require an unreasonable workload.

 

The Company
agrees that, in the assignment of primary operators to equipment, the present
jurisdiction of the Union will be preserved.  The Union agrees that
jurisdictional restrictions will not apply to 1) incidental operation of machines for expediency, 2) coverage due to an
absence caused by sickness or vacation, or 3) coverage when a machine operator
is busy with other job responsibilities.  To ensure 40 hours of pay the worker
may be assigned to duties outside of their traditional jurisdictional duties
for a period not to exceed 16 hours per week for items not covered in
categories 1, 2 and 3 above.  The Company further agrees that employees
covered by the Agreement shall be given reasonable opportunity to become
proficient with new equipment. 

 

The Company
agrees to maintain an average union staffing level of approximately 30% USW.

 

The Company
agrees to allow the Union Business Representative/President or the Health and
Safety Chairman the opportunity to sit in on health and safety meetings and shall
provide to the Union at least three (3) days prior notice of the date, time and
place of said meeting.

 

 

 

ARTICLE 21

Labor Management
Team

 

21.1 Labor-Management Team
(LMT)

 

It is mutually
agreed to form a Labor Management Team (LMT) composed equally of Union
representatives, including the union stewart, and management representatives in
such total number as may be agreed from time to time by the Union and Company. 
The LMT shall meet quarterly if requested by the Union or the Company to
discuss and resolve issues of safety, health, betterment, interdivisional job
opportunities, productivity and other items as may be appropriate.  The Union
representatives and/or Management must submit a list of specific agenda items
for each meeting at least one (1) week in advance of the meeting or the meeting
is cancelled.

 

Two (2) employee
representatives per plant will be paid overtime pay for any meetings held
outside their scheduled shift.  The Local Union President or his representative
will be allowed to attend and participate in these meetings.

 

The LMT is
intended to increase joint cooperation and develop an active employee
involvement process.  These efforts shall not interfere with any provisions of
this Agreement nor circumvent the grievance procedure, nor interfere with
management's rights, but it is a goal of the LMT to avoid circumstances or
practices which could give rise to a claim by either party that the provisions
of this Agreement were not adhered to and to create an atmosphere of
cooperation so as to minimize events leading to grievances.

 

25

 

The LMT may have
various divisions or advisory groups as mutually agreed and may meet jointly
with USW LMTs formed in other divisions at the Company.

 

The objectives
of the LMT will also focus on increasing customer service and satisfaction,
more effective methods of operation, enhancing employee morale and creating and
assuring full and open communication among employees and the Company.  The LMT
will analyze and solve identified problems and participate and support in the
implementation of agreed solutions.  The LMT will also investigate and
recommend actions to the Company and Union to increase employee involvement and
responsibility in the areas of production, production teams, and quality
control.

 

The Company
shall forward minutes of LMT meetings to the Union and LMT members within ten
(10) days of the meeting.  The minutes shall include the names of those in
attendance, and the date, time and place of the meeting.

 

 

ARTICLE 22

Safety Measures

 

22.1 Safety Glasses

 

The Company
shall provide safety glasses for its employees, upon the request of such
employees.  If an employee needs prescription safety glasses, he shall pay for
his own eye examination and shall furnish the prescription to the Company.  The
Company shall then provide such prescription glasses at no additional cost to
the employee.  Broken safety glasses shall be replaced by the Company on a
reasonable basis.

 

22.2 Miscellaneous

 

(a)  The Company
agrees that all stands for the washing of granite shall be properly housed.

 

(b)  No
machinery shall be greased or oiled while in operation, with such exceptions as
may be determined by the LMT or safety committees in respective plants.  No
engine shafting or machinery shall be started in any plant without giving a
warning, either by whistle or bell.

 

(c)  Dust
control equipment shall at all times be maintained in efficient working order
and use.  Inspections shall be carried out at the request of the Company or Union by the state unit charged with industrial hygiene or the United States Public Health
Service and reports of inspections given to both the manager, owner,
superintendent, or other responsible person of the particular Company and to
the Union.

(d)  Drinking
water with sanitary bubblers must be furnished in every plant.

(e)  Toilets
connected with running water must always be kept in sanitary condition,
thoroughly boxed in and ventilated so as to eliminate all odors in conformity
with health laws.

(f)  All
overhead cranes will have a device installed which will either automatically or
manually be sounded (by the operator) to give warning to other employees when
stones or any other materials are being carried through the plant.  Horns will
be installed on all forklifts which will automatically or manually be sounded
(by the operator) to give warnings while operating.

26

          

             (g)  The Company
will provide measuring tapes, where required, and aprons and boots to employees
on the washstand as long as the employee turns in the above for replacement
when necessary.

(h)  On or
around May 1st of each year, the Company will pay each employee an
allowance of ninety dollars ($90.00) in year one and one hundred dollars
($100.00) in year two to be used towards the cost of approved safety footwear. 
An employee who has already completed his probation period and is laid off or
otherwise absent from work for a period of not more that twenty-six (26) weeks
on May 1st of each year will receive the allowance when he returns
to work.

 

 

22.3 Plant Heat

 

Cutting plants
and air for pneumatic machines will be heated to at least sixty (60) degrees. 
Hot water must also be provided. If the Union initiates a grievance for the
Company's failure to heat the plant to sixty (60) degrees, the arbitrator is
authorized to impose a penalty of two (2) hours' pay for time lost due to lack
of heat.  The arbitrator shall be authorized to impose a penalty of up to four
(4) hours' pay in situations where the Company has been found to have
repeatedly failed to heat the plant as required under this Section and if the
arbitrator finds that the circumstances of such violations warrant an
additional penalty.  The Company, Union and employees will continue existing
practices of cooperating in emergency situations and in cases of extreme
weather.

 

 

22.4 Consultation and
Enforcement

 

(a)  The Company
will confer with the Union through the LMT regarding safety and other rules and
regulations affecting the health, safety and comfort of the employees.

 

(b)  The Union agrees to cooperate with the Company in enforcing safety rules and practices in an
effort to reduce hazards and insure safe working conditions.

 

 

22.5 Legal Obligations

 

Any National,
State or Municipal law enacted for the betterment of wages or working
conditions in the granite trade will not be violated. The employees must
utilize safety equipment required by any National, State or Municipal law.

 

 

 

 

 

 

 

 

 

 

 

27

 

 

ARTICLE 23

Probationary
Period

 

23.1 Probationary Period

 

There shall be a
probationary period of thirty (30) calendar days for journeymen (sixty (60)
days for apprentices), excluding shutdowns/layoffs, with the right to extend
such probationary period by mutual agreement.  A discharge during the
probationary period shall not be subject to the grievance or arbitration
provisions of this Agreement.  Upon completion of the probationary period, the
employee's seniority date shall be retroactive to his most recent date of hire.

 

 

ARTICLE 24

Apprentices

 

24.1 Apprentices

 

The term of
apprenticeship shall be one (1) year.  If the Company employs apprentices, it
must have two (2) journeymen, crane operators, boxers/washstand to each
apprentice it employs.  An apprentice, one (1) year after starting to work, as
such, shall, regardless of the hours during that period, receive the minimum
rate of pay for journeymen.

 

24.2 Reduction of Work

 

It is agreed
that in the event of reduction of work an apprentice may be required to do work
by the Company below the standard work week and on overtime and Saturday work,
such work as may be available shall be done by journeymen, crane operators and
boxers/washstand employees.

 

24.3 Apprentice Wages

 

Apprentice wage
rates shall be as set forth in Section 4.1(d).

 

 

ARTICLE 25

Leaves of Absence

 

25.1 General Leave of Absence
- Leave

 

Any employee may
be granted a period of ninety (90) days' leave of absence in any one  (1)
calendar year without pay and without loss of seniority with the consent of the
Company and the Union.  Such employee is forbidden to accept employment
elsewhere for wages; except that an employee who is granted a leave of absence
for reasons of health may accept employment during such leave of absence.  Upon
the request of the Company, the employee shall secure a doctor's certificate
with respect to his condition of health.  Employees granted a leave of absence
for reasons of health shall accumulate seniority during such leave of absence. 

 

  

28

 

25.2 Union Leave

 

Management
agrees to grant, on request, a leave of absence to employees for Union
activities or political purposes when request is made in writing and such time
will not be deductible from an employee's earned time.  The seniority for such
employees shall accumulate for a maximum period of one (1) year during such
leave of absence.

 

25.3 Presidential - Executive
Board Leave

 

An employee who
is a member of the Union Executive Board shall be granted a leave of absence of
up to three (3) years to serve as full-time President of the Union.  During
such leave he shall accumulate industry service and shall retain seniority with
the Company as of the date the leave begins; he shall not be eligible for wages
or fringe benefits.

 

ARTICLE 26

Discipline/Discharge

 

26.1 Discipline/Discharge

 

An employee who
has completed his probationary period shall not be discharged or otherwise
disciplined without just cause.  A copy of written disciplinary action taken
against an employee shall be sent to the Local Union office within ten (10)
days of its issuance.  Failure to notify the Union in writing as set forth
above will constitute the warning being null and void.

 

26.2 Written Warnings

 

The Company and Union agree that a written warning more than eighteen (18) months old may not be used as
the justification for discipline or discharge of an Employee.  Subject to the
immediately preceding sentence, in progressive discipline cases, the Company will
continue to consider in accordance with past practice that a written warning or
suspension without a follow‐up discipline or suspension for the same
cause for a period of six (6) months, not including time lost for workers
compensation, layoff or Sickness & Accident, as restarting the progressive
discipline process from the next succeeding written warning or suspension for
the same cause.  All inactive disciplinary records will be purged from an
employee's record after five (5) years from the date the record was written unless
that disciplinary record indicates otherwise.  Nothing in this section shall be
construed to prevent the Company from discharging or otherwise disciplining an
Employee for just cause or to prevent the Company and the Union from keeping
all disciplinary reports in an employee's personnel file and providing the same
to the appropriate parties under the Dispute Settlement procedures of Article
16.

 

ARTICLE 27

Interdivisional
Maintenance Work

 

27.1 Interdivisional
Maintenance Work

 

            The Company has
two (2) maintenance groups, one (1) at the plant division (manufacturing plant,
press roll plant, and saw plant) and the other at the quarries division.  The Union understands that there is a need for flexibility at the Company to assure that all
equipment operates efficiently and is repaired in a timely fashion.  The
Company understands that the seniority of both maintenance groups must be
separate and that maintenance employees will normally work in their division.

29

 

The Company and Union agree that the Company may assign maintenance employees in one (1) division to work
temporarily in the other division.  The word temporarily is understood and
agreed to cover sickness, vacations, injuries, operational emergencies, and/or
the scope and duration of a particular project or projects.  It is not the
intent of the Company to displace or replace a maintenance person in one (1)
division with a person in another.

 

In the event the
 Union believes the Company has not complied with this provision, the Union may bring the situation in question to the LMT for resolution.  If the matter cannot
be resolved by the LMT, the Union shall have the right to grieve it.

 

ARTICLE 28

Subcontracting

 

28.1 Subcontracting

 

The Company
agrees to subcontract bargaining unit work only for legitimate business reasons
and not to avoid the terms of the contract. The Company will notify the Union in advance of an intent to subcontract bargaining unit work which will result in
either layoffs or a reduction in the work week below forty (40) hours; and,
upon request, will bargain with the Union about the decision and its impact
upon the employees.

 

 

ARTICLE
29

Management's
Rights

 

29.1 Management's Rights

 

            In the
interest of harmony and stability, it is recognized that except as limited by
the terms of this Agreement, the management and direction of Company business
and operations are vested exclusively in the Company, including the right to
hire, lay off, train, promote, control manning of, classify, transfer, assign
work to, and discipline or discharge employees for reasons other than the employee's
Union status; the right to make changes in and introduce new methods and
processes of operation or production; the right to expand or reduce its
operations and to make rules and regulations for the orderly and safe conduct
of work and production; and the right to make payments of non-wage compensation.

 

 

 

 

 

 

 

 

 

 

 

[SIGNATURE PAGE
FOLLOWS]

 

 

 

 

30

 SIGNATURE PAGE

 

 

 

 

 

 

 

 

 

Will be provided by
USW

 

 

 

 

 

 

 

 

 

 

 

31

CALENDAR OF HOLIDAY OBSERVANCES

DURING 2009 - 2011
CONTRACT

 

 

 

2009

Memorial Day                                                 May
25                         Monday

Independence Day                                          July
3                            Friday  

Labor Day                                                      September
7                 Monday

Employee Appreciation Day                            September
8                 Tuesday                       

Veterans Day*                                                November
16               Monday

Thanksgiving Day                                            November
26               Thursday

Day After Thanksgiving                                   November
27               Friday

Christmas Day                                                 December
25               Friday

 

 

 

2010

New Years Day                                              January
1                     Friday

Day Before Town Meeting                              March 1                       Monday

Town Meeting Day                                         March
2                       Tuesday

Memorial Day                                                 May
31                        Monday

Independence Day                                          July
5                           Monday

            Alternative for shut down                     July
12                         Monday

Labor Day                                                      September
6                Monday

Employee Appreciation Day                            September
7                Tuesday

Veterans Day*                                                November
15              Monday

Thanksgiving Day                                            November
25              Thursday

Day After Thanksgiving                                   November
26              Friday

Christmas Day                                                December
24               Friday

 

 

 

2011

New Years Day                                              December
31               Friday

Day Before Town Meeting                              February
28                 Monday

Town Meeting Day                                        
March
1                       Tuesday

 

 

 

*Veteran's Day will be observed on the first day of rifle
season.

 

 

            

32

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