CONTRACT TENATIVE AGREEMENT SUMMARY

Orientation :

Company will offer a member of the union committee to join the orientation process. The company will give the Union 24 hour advance notice if any new hire orientations.

Article 4, Section 9 Overtime Postings:

Section 9 – Overtime Postings: Daily overtime will be posted in more than one location in each department Forty-five (35) (45) minutes prior to the end of an employee’s eight (8) hour shift. Any changes that have to be made, must be made fifteen (15) minutes prior to the end of their eight (8) hour shift when employees will be working overtime, both for forced and voluntary overtime, except in the case of an untimely call off by an employee, or notification of authorized inability of employee to work as scheduled, then the Company will notify employees as soon as possible after the untimely call off or notification. In the event that the Company fails to properly inform employees as outlined above, the employee shall be entitled to leave work at the end of their eight (8) hour shift and the Company may not issue discipline to the employee for any work rule violation including insubordination, and/or walking off the job.

Section 10 – Overtime Sign-up/Notification Process

Section 10 – Overtime Sign-up/Notification Process: The Company will post a voluntary sign-up list for scheduled overtime. Employees may sign up for scheduled overtime beginning Monday of the week preceding the scheduled overtime opportunity. When an employee places his/her name on the volunteer list, the employee indicates the classifications, shifts, and days in which he/she is qualified and willing to work overtime. Scheduled weekly overtime must be placed on the schedule the preceding Thursday of the week. Employees once scheduled will be required to complete their assigned scheduled hours. Due to unforeseen circumstances, changes to a daily schedule can be made up to twenty-four (24) hours prior to the start of the affected daily schedule, including overtime hours.

Changes in scheduled overtime that require additional overtime hours to be worked will be taken from the weekly overtime sheet posted during the previous week.

A voluntary sign-up list for unscheduled daily overtime will be available via the overtime system at the following times:

Day Shift: 6:30 AM – 1:00 PM

Afternoon Shift: 2:30 PM – 9:00 PM 

Night Shift: 10:30 PM – 5:00 AM

When an employee places his name on the volunteer list, the employee indicates the classifications, shifts, and jobs in which he/she is qualified and willing to work overtime. Qualified volunteers will be used to replace forced scheduled employees or forced unscheduled employees by seniority.

The Company must notify employees a minimum of thirty five (35) (45)minutes prior to the end of their eight (8) hour shift when employees will be working overtime, both for forced and voluntary overtime, except in the case of an untimely call off by an employee, then the Company will notify employees as soon as possible after the untimely call off. In the event that the Company fails to properly inform employees as outlined above the employee shall be entitled to leave work at the end of their eight (8) hour shift and the Company may not issue discipline to the employee for any work rule violation including insubordination, and/or walking off the job.

ARTICLE 4, SECTION 11

Section 11 – Assigned Overtime: Overtime will be assigned based on the following procedure not to exceed twelve (12) hours. The first four hours come from the preceding shift the second four hours come from the succeeding shift.

1. Senior department classified Shift volunteer

2. Senior department Classified volunteer

3. Senior department qualified volunteer

4. Senior Qualified outside of department volunteer

5. Forced over junior qualified Supporting Workforce employee

6. Forced over department Junior qualified employee

The process used to determine which job he/she will work for weekend overtime will be determined by the weekly work schedule. Meaning, where he/she is scheduled on the Centralized Weekly Work Schedule as of each Monday, (according to the employee’s job bid) is the classification he/she will hold for weekend scheduling purposes.

ARTICLE 4, SECTION 12, E:

E. Grievance Rights for Overtime: The Company is only required to call those employees in for unforeseen overtime whose name appears on the overtime sign up list. For the purposes of weekend overtime, after the sign-up list, employees will be called by seniority in accordance with OT guidelines set forth in Article 4, Section 11.

For the purposes of a holiday overtime, after the sign-up list, employees will be called by qualified department seniority.

The Union will not award an overtime grievance when the Company has complied fully with the overtime scheduling process.

Article 4, Section 12, F:

F: Additional Overtime Guidelines: All inventory will be assigned to volunteers according to plant-wide seniority. Without limiting management’s right to use outside contractors, when feasible and cost effective, our employees will be offered the opportunity to perform any production area painting or electrical work before outside contractors.

ARTICLE 5, Section 3 :

Section 3 – Holidays: Double the regular hourly rate shall be paid for all work performed on the following holidays:

New Year’s Day Thanksgiving Day

Martin Luther King Day Day After Thanksgiving

Good Friday Christmas Eve Day

Memorial Day Christmas Day

Independence Day Day after Christmas

Labor Day New Years Eve

*Easter Sunday

*Easter only paid if worked and only hours worked prior to start of third shift Monday

ARTICLE 5, SECTION 4:

Weekend Schedule- The company will post a voluntary sign-up list for scheduled weekend overtime. The company will post the weekend forty-eight (48) hours prior to the start of the weekend. Due to unforeseen circumstances, changes to the schedule can be made up to twenty-four (24) hours prior to the start of the weekend schedule. The process used to determine which job he/she will work for weekend overtime will be determined by the weekly work schedule. Meaning, Where he/she is scheduled on the centralized weekly work schedule. Meaning, Where he/she is scheduled on the centralized weekly work schedule as of each Monday, according to the employee’s job bid) is the classification he/she will hold for weekend scheduling purposes.

Article 5, Section 5:

Pay Checks- If the employee notifies the company about a payroll discrepancy of 8 hours or more in their paycheck by Friday (before 5 pm) the Company shall deposit the balance due to the employee.

Article 7, Section 8:

Seniority Lists- The Union will be furnished with current lists of all new employees the first of each month. The Company shall provide the union with an up-to-date seniority list within thirty (30) days after the signing of this Agreement and shall provide additional up-to-date lists every three (3) months.

Article 8, Section 9

Section 9 – Separation of Seniority: Seniority, together with all other rights of an employee under this Agreement, including the rights of employment, shall be forfeited and the relationship of the Company and employee shall be considered broken and terminated when any of the following circumstances arise:

1. An employee voluntarily quits;

2. An employee is discharged for cause in accordance with the Company rules and regulations;

3. An employee is absent for three (3) working days without notifying the Company unless it is impossible for him to do so;

4. An employee who has been laid off fails to report within Three (3) working days after being notified of the recall by telephone and/or by certified mail, return receipt requested, sent to the last address indicated on his personnel file. In the event of telephone notification, a union steward will be present to verify completion of telephone call and a record of the phone calls will be maintained; Employees who are off work due to a temporary shutdown are responsible for checking their schedule on Thursday of each week they are off work for the succeeding week. Employees who fail to report to work as scheduled within Three (3) working days after a recall may receive discipline up to and including termination of employment. Any revision of the schedule after it is posted, the Company must contact any employee affected by the revision by phone or certified letter in order to require them to report to work. Once a temporary shutdown becomes a lay off as outlined in Article 8 the employee is no longer required to check the schedule each week but shall be notified by the Company as outlined above as to when to return to work.

5. An employee fails to report for work upon expiration of a leave of absence unless an extension has been requested and received by the Company prior thereto;

6. An employee is laid off for a period equal to the length of his seniority, but in no event longer than three (3) years. Vacation benefits accrue to the employee's next celebrated anniversary only. After one (1) year on layoff the employee will cease to accrue further seniority and the two (2) remaining years shall be for recall rights only.

7. An employee working elsewhere without the Company's written consent while on leave of absence.

8. Six (6) months after an employee leaves the bargaining unit to accept a supervisory or other non- bargaining unit position with the Company. His seniority shall be frozen during this six (6) months period only. An employee accepting a permanent supervisory or other non- bargaining unit position after a temporary position as outlined in (I) below, their six (6) month period shall begin from the first day of accepting the temporary position.

9. Employees may be permitted to accept a temporary salaried position with the Company for a period of ninety (90) calendar days without the loss of seniority. Such employee will not have the right to hire, fire, discipline, or recommend the same. The provision may be exercised once per employee.
   
   Article 9, Section 1:
   
   Bid Vacant Job- Current bid holding employees who are awarded a new bid position will have three

   1. days to try out their new position. At anytime during the first three (3) days, employees may choose to return to their former bid position but they will not be eligible to bid again for 6 months.
      
      Article 9 Section 2:
      
      Job Bids- The company and union agree to move unchanged language below from Article 12, Section 3 to Article 9, Section 2. Training on overtime will become Article 9, Section 3 and Launch Bids will become Article 9, Section 4.
      
      “Employee shall be permitted to exercise their seniority rights to shift preference by displacing less senior employees in the same job classification on another shift no more than once every four (4) months. The Company induced moves, change in job classifications or bumped by another employee will negate the bump.”
      
      Article 10, Section 2:
      
      Past Practices- The Company and union agree to move the current language “Accordingly, any right of management to manage the plant and control operations, which is not specifically bargained away by virtue of the agreement, has been retained by management as its prerogative.” From Article 10, Section 2, to Article 10, Section 1.
      
      Article 13, Section 1 Vacation days
      
      

   2. Section 1 – Vacation Days: All regular full-time employees are eligible for vacation on January 1st, based on hours worked and voluntary layoff hours from the previous year. Additional earned weeks based on seniority will be added on their twice per year. If anniversary date falls between January 1 and June 30, additional earned weeks will be given effective January 1. If anniversary date falls between July 1 and December 31, additional earned weeks will be given effective July 1.

Anniversary Date Vacation Hours

1 year         40

2 years 80

5 years 120

10 years 160

25 Years 200

Hours Worked, plus Voluntary Layoff hours Ratio

1,500 and above 1 Hours

1,450 to 1,499 0.9 Hours

1,400 to 1,449 0.8 Hours

1,350 to 1,399 0.7 Hours

1,300 to 1,349 0.6 Hours

1,250 to 1,299 0.5 Hours

1,200 to 1,249 0.4 Hours

1,150 to 1,199 0.3 Hours

1,100 to 1,149 0.2 Hours

1,050 to 1,099 0.1 Hours

below 1,050 0     Hours

9. 4. 
      *Days will be rounded up to the nearest whole day.
      
      

      1. Paid vacation days must be used in 8 hour increments. Vacation may be used in less than 8 hour increments only with Supervisor approval in the case of lack of work. Use of a vacation day shall require 24 hours’ notice and approval of a supervisor. Vacation requests must be submitted in thepayroll system or by use of a designated form. The request will be approved on the basis of time of submission. Seniority will govern in case of same time and date submission.

      2. Depending upon vacation earned, employees may request vacation time through the timekeeping system during January of each year notice of approved vacation time will be given to employees in order of seniority, within two (2) weeks after the conclusion of the sign up period.

      3. Vacation requests for the next day shall be submitted no later than the end of the lunch period on each shift. Requests for next day approvals, must be approved or denied in the system no later than the end of their shift prior to the requested day off. For all other vacation requests, the request must be approved or denied in the system no later than 24 hours from time of submission.

      4. Approvals will be granted based on the current manning needs of the day and customer demand. Vacation requests will not be arbitrarily denied and supervisors will make a good faith effort to accommodate our employee’s vacation requests.

      5. An employee that has an approved Friday or Monday vacation day or PTO day will not have to work the weekend after that Friday or before that Monday unless the employee signs up to work the weekend.

      6. No employee shall be forced overtime at the end of their previous shift the day before their single day vacation or PTO, except if there is no other person available to fill the overtime position within the same department or in an emergency situation.

      7. An approved vacation day(s) will not be canceled unless by mutual consent between the employee and their supervisor provided the request was made at least 3 days prior to the day.

      8. Employees who voluntary quit with at least two (2) week’s notice to the Company, retire, received total disability, die or are permanently laid off, shall receive their remaining vacation earned.

      9. Employees on a leave of absence, whether for medical or personal reasons, are not entitled to receive a vacation payout unless they return to work or are terminated.

      10. Any period of shutdown will count as hours worked – 40 hours per week of layoff, but periods of non-paid leaves of absence will not be counted.

      11. The following hours: bereavement, vacation, PTO, holiday, military leave, shutdown, jury duty, Worker’s Compensation, maternity leave, lack of work, temporary voluntary layoff, and Union business shall count towards the accumulation of hours for computing vacation pay.

      12. Active employees can request a one-time vacation payout the first pay date in March and the first pay date in June. The request can be for a partial or full payout of the vacation hours earned in the previous year based on the standard 8 hours per vacation day. A written request must be submitted to HR no later than May 10th. Remaining vacation monies owed will be paid out on the second pay date in December.

      13. Total vacation pay is defined as 2% of the previous year’s gross earning for each week of vacation earned. The difference of the total vacation pay earned and the vacation pay used will be paid out on the second pay date in December.

      14. Employees who have approved non-intermittent FMLA will be required to take one week of vacation to run concurrently with FMLA

      15. Employees with one week or less earned vacation, who have approved intermittent FMLA, will have earned vacation hours run concurrently until all vacation expired.

      16. Employees with two (2) weeks or more of earned vacation will be required to use all but one (1) week of the earned vacation concurrently with the intermittent FMLA leave. This language would apply after the employee’s second FMLA qualifying event and would reset each Calendar year.

ARTICLE 11, Section 1, Item E:

Pension- Effective January 1, 2025, the Company agrees to contribute $110.78, per employee with 1 or more years of seniority, to the RWDSU Pension Fund for the life of this collective bargaining agreement.

Article 11, Section 1:

Economic Benefits- Company and Union agree to correct Appendix references as listed below

B. Effective February 1, 2004 the Company will be self-insured for Health Care. Benefits are summarized in Appendix B. The Summary Plan Description should be referenced for specific details of the insured benefits. Accident and Sickness and Life Insurance benefits are summarized in Appendix B.

Article 13, Section 2

PTO DAYS-

a. The employee must make their request for PTO in the payroll system or by use of designated form to their supervisor twenty-four (24) hours before the requested date.

Article 14, Section 1:

Section 1- Leave Guidelines-

For just cause, the Company may grant an employee a leave of absence without pay for a period up to exceed thirty (30) days. All leaves of absence, except those for military service as provided for in Article 14, shall be applied for at least five (5) working days, when feasible, prior to the anticipated effective date and granted in writing on forms to be provided by the Company. No one shall be deemed to be on leave of absence unless this provision is complied with. Application for such leaves of absence shall be completed in triplicate, and a copy of such application and the action taken thereon shall be furnished to the Union. Seniority shall continue to accumulate throughout the leave of absence and any extension(s) granted. The Company will not arbitrarily refuse leave of absence for a reasonable time where the employee has a legitimate reason, and provided the Company has been given reasonable notice; however, the employee may be required to provide proper documentation. The following are

examples of legitimate reasons for leave of absence. The employee is responsible for furnishing the Company with proper documentation.

1. Personal illness or injury of three (3) or more days; if there is a dispute between the
   employee’s doctor and the Company’s doctor concerning the status of an alleged illness or injury, such dispute shall be arbitrated by an impartial third doctor. Costs of a third doctor will be shared equally by the Company and Union.

2. Leaves in accordance with Family Medical Leave Act. Employee shall return to his/her former position. Employees will have the option to use their vacation time in conjunction with FMLA, if desired.

3. Marriage (one week);

4. Jury Duty;

5. Urgent personal business with explanation acceptable to the Company.

Any employee taking employment elsewhere during a leave of absence shall be considered a terminated employee. The provisions of this section shall not apply to Union business or Union employment, which is covered in succeeding sections.

In the event of an extended illness or non-job related injury, employees shall retain seniority for period not to exceed employee’s length of service to a maximum of two (2) years, before termination (except as prohibited by State Law). Employees will not be entitled to vacation benefits in the second (2nd) year of a Medical Leave of Absence.

Article 15, Section 1:

Bid Vacant Job-

Subsequent to disqualification, an employee may again bid on a vacancy advertised for the job from which he was disqualified as long as:

1. A period of six (6) months has elapsed, and;

2. The original disqualification was for a reason other than safety.

Management reserves the right to review each disqualification on a case-by-case basis and may choose to allow an employee who was disqualified for a safety reason to bid again after 2 years.

Article 15, Section 3:

Salary Working: Salary employees shall not perform maintenance, shipping and receiving or production work, which will deprive a regular employee of his regular job. Nothing contained herein shall prohibit salary employees from performing maintenance, shipping and receiving, or production work in the following and similar situations, via;

1. In cases of emergencies;

2. In the instruction of employees;

3. To relieve employee for short periods

4. For temporary or partial assistance;

5. When production difficulties are encountered;

6. For experimental, setup and development purposes;

It is also acknowledged that it may be necessary for non-bargaining unit employees to use production facilities for the purpose of making parts to be used in engineering samples and development work.

Article 21, Section 2:

Tools and Tool Allowance-

1. Maintenance personnel or any employee upgraded in or into maintenance classification shall be required to furnish their own basic set of tools deemed necessary by the Company as requisite to classification they were hired or upgraded into. Maintenance personnel shall be reimbursed up to the dollar amount cited annually for replacement of personal tools damaged while performing work for the Company, or for the upgrading of same payment subject to presentation of the original receipt(s) to supervisor and his approval of same.

2. REIMBURSEMENT LIMIT: Tool Allowance $350 in the first year of employment and $500 after 1 year of service.

3. The Company will provide maintenance personnel with cutting tools necessary to the performance of their work (i.e. drills, taps, mills, files, saw blades).

4. With respect to tools furnished to maintenance employees by the company; each employee will sign a document acknowledging receipt of property entrusted to him, responsibility for same, and authorization for payroll deduction in the amount of actual replacement cost to the Company should the items become lost or otherwise removed from his possession. Such cost may be deducted from the last monies due a terminating employee.

5. The Company will issue cold weather gear to maintenance, shipping, and tool changer employees when required to perform outside work during extreme cold weather. Cold weather gear will be replaced every 2 years if continually needed.

Article 21, Section 3:

Maintenance Seniority-

Layoff and recall in the Maintenance department will be by seniority within three (3) technician classifications as per this article.

1. If an opening exists in Electrical or Mechanical, the Company will hire a technician. Upon hiring a technician the Company will evaluate the new employees skill level and place them into the technician category that best fits their current skill level.

2. While employee is in the maintenance department their seniority is determined by the time employee enters the department. If oe once the employee leaves the department their
   seniority reverts back to plant seniority.

3. It is not the Company’s intent to layoff and/or replace Mechanics or Electricians. Any Mechanics or Electricians hired before February 1, 2006 are red circled and made part of the technician classification according to their skill level.

For purposes of daily overtime, lowest in the department is to be forced in or over, as long as the shift has 1 IMR currently scheduled. The Company retains the right to force additional IMR’s If a specific skillset is required.

ARTICLE 21, Section 6:

Apprenticeship- Apprentices will only be used in conjunction with maintenance duties while supervised. Apprentices cannot volunteer or be forced in or over to cover maintenance tech or IMR.

Apprentices will be paid their straight time regular rate for hours while in classroom training.

ARTICLE 23, Section 2:

State & Federal laws- In the event any provision of this Agreement shall conflict with any present or future Federal or State law, the provision of such law shall apply without effecting the other provisions of this Agreement. This contract shall remain in full force and effect until 12/1/2027, and from year to year thereafter unless and until either party shall give the other party written notice at least sixty (60) days prior to 12/1/2027, or prior to any anniversary date thereafter, of its intention to alter, amend or terminate this Agreement.

APPENDIX A

SPARTAN UTILITY (25,26,27,28,29)

Sequencing

Re-Work

Team Leader

Material Handler

Custodian

FIBER Relief/Absentee Fill- in

Picker

Operator (take off)

Foam Pour operator

Team Leader

Material Handler

TOOLING

TOOL CHANGER

MOLDING

Operator

Custodian

Team Leader

PC&L

Material Handler

Shipping/Receiving

Cycle Counter

Team Leader

QUALITY

Quality Tech

MAINTENANCE

Technician

Ind. Maint. Repair

Team Leader

$1.25 increase across the board in year 1

$1.00 Increase in year 2

$1.00 Increase in year 3

New Hire Rate-

$17.25 year 1

$17.25 Year 2

$17.25 Year 3

New hire/ Supplemental progression – after 90 days- $0.25 Increase

6 months - $0.50 increase 

1 year- $2 under

2 years- $1.00 under

New hires full rate at year 3.

Longevity bonus (one time payout) detailed below.

Seniority Bonus 0-9 years $500

10 years+ $2,000

APPENDIX E

Letter of Agreement – Tuition Reimbursement

Autoneum will reimburse employees with twelve (12) or more months of service for courses which directly relate to such employee’s job duties or which will directly increase the employee’s opportunities for advancement within the Company, as determined by the sole discretion of the Company. The start date of the course must be after the employee has completed twelve (12) months of service.

The Company will reimburse 100% of tuition, books and lab fees up to a maximum of $2,000 for full-time employees in a calendar year. Part-Time employees are not eligible for Tuition Reimbursement. The amount of tuition reimbursement will be counted in the calendar year in which the course begins. 

When applying for tuition reimbursement, any employee who is receiving assistance through either a grant or a scholarship or a combination of either, must advise the Human Resources Department of the amount. If the difference between the cost of tuition and the amount of the grant or scholarship is less than the amount of eligible tuition reimbursement, the tuition reimbursement will be reduced to only cover the difference. It is the responsibility of the employee to report such financial aid.

In order to qualify for tuition reimbursement, the following criteria must be met:

1. The course credits must apply towards a diploma or a degree or the course must relate to the employee’s current job or must have an impact on the employee’s ability for advancement as determined by the Company.

2. The course must be offered as an accredited institution.

3. ​Workshops, Seminars, Refresher courses, Continuing education, and graduate admission classes/exams are not eligible for reimbursement.

A Request for Tuition Reimbursement form must be completed and approved prior to the beginning of the course(s). An employee must obtain approval from Human Resources. In order to receive tuition reimbursement, eligible employees must submit a copy of the following:

1. Proof of registration which indicates the amount of tuition, books, and lab fess paid;

2. Receipt for the cost of books;

3. Documentation of any financial aid applied, and;

4. Final course grade report as evidence of successful completion.

5. If the employee is unable to complete a class, through no fault of their own (shift bump, job elimination), the Company will reimburse the employee costs tied to the policy and this will not count toward the employee tuition reimbursement allowance. Employees must complete the course with a transcript grade of “C”, or a “Pass” designation where the grade scale is only pass or fail, to be eligible for tuition reimbursement. An employee who resigns, retires, is terminated or laid off during the course(s) will not receive tuition reimbursement for such course(s). An employee who voluntarily resigns within one (1) year after completion of an approved course(s) must repay to the Company one-half (50%) of the cost of the tuition reimbursement (including books and lab fees) received in the preceding twelve (12) month period. Company- required course(s) are excluded from this provision.

Letter of Agreement- Team Leader/ Trainer Criteria- 

Seniority (40 points) 2 points per year of service with a maximum of forty (40) points

Attendance (30 points)

<2 points = 30 points

2-3 points = 20 points

4-5 points =15 points

6-7 points = 5 points

Over 7 points not qualified for the position

Discipline (30 points) None/Verbal = 30 points

1. Write Up = 25 Points

2. Write Ups = 15 points

3. Write Ups= 10 points

All others disqualified from bid

Seniority will be the deciding factor all things being equal.

These positions can only be chosen from the Lallendorf and Spartan Road plant. Team leader’s are not to take on any responsibilities until completely qualified. Any current classified Team Leaders will be grandfathered into the new Team Leader classification with the option to disqualify themselves and obtain bumping rights.

APPENDIX F

Attendance Policy – No Fault, No Excuse

Purpose

Regular attendance is considered a condition of continued employment. Excessive absenteeism and tardiness is disruptive and places an undue hardship on both the Company and fellow employees, as well as affects the quality of our products and customer shipping schedules, and creates issues of forced overtime.

Process

When an employee is going to be absent or late, (tardy) they must call the company’s attendance call-off number no later than one hour prior to the start of their scheduled work shift. The employee is to provide their name, clock number, department, and reason for absence. The employee must report each individual absence, each day.

Call off Number: (419) 717 – 3015 Point System

If an employee incurs nine (9) points in any rolling twelve (12) month period, the employee will be terminated. The attendance notice will be issued within ten (10) working days after the absence. This policy begins after the employee’s probationary period, but if a probationary employees incurs points in their probationary period they will carry forward until they drop off under this policy.

Tardiness/Leave Early

Tardiness is defined as reporting to work and workstation past your scheduled starting time for that day. An employee that requests to leave work early due to an illness shall be deemed to have left work early; however, it shall not be considered a violation of the attendance policy when an employee leaves work early due to an on-the-job injury or volunteers to leave work early when offered to do so by management.

Leaving early in an emergency situation may be excused with proper documentation.

Excused Time Off

Absences on a regular scheduled workday for which an employee will not be charged with an unexcused absence include the following list. However, employees will be subject to attendance points if the proper process is not followed for each type of “excused absence.”

• Approved vacation or approved PTO day

• Approved personal leave of absence

• FMLA time off (according to policy)

• Workplace injury (must be supported by incident report and physician certificate)

• Bereavement (within guidelines of policy)

• Jury Duty

• Union Business

• Lack of Work as determined by supervision

• Absences 5 days and over supported by physician certificate

• Any employee hospitalized due to an illness or injury that prevents the employee from notifying the Company of their medical condition. The employee must provide the Company with documentation from a medical provider as soon as medically feasible detailing the medical condition and the dates of the hospitalization, with an estimated return to work date.
  
  Additional Clarification

• For any doctor’s note that puts an employee off more than five (5) days, the
  employee must call HR to discuss all options

• An acceptable doctor’s note will be written on an official medical letterhead, signed by a doctor. 

• The doctor’s note must state: 

  • The date or range of dates the employee was off work

  • The date the employee can return to work

  • A statement validating that the employee can return to work and perform their full job duties

• Any employee off for more than 30 days must take and pass a drug test before returning to work

Unexcused Time Off

The following point system will be used in dealing with unexcused time off: Violation Point Value

Late (less than 15 minutes) 0.25

Late (between 15 minutes and 2 hours) 0.50

Late (over 2 hours) 1.00

Absent 1.00

Failure To Call In Timely when Absent 2.00

Leave Early Unexcused (first four (4) hours of shift) 2.00 

Leave Early Unexcused (last four (4) hours of shift) 1.00 

No Call No Show 2.00

Two Consecutive No Call No Shows = Job Abandonment → termination

Notification of Points

Notice for attendance shall be issued as follows:

Points Notification 

6 Notice

7 Final Notice

8 Termination

Notice of points will be issued within 10 working days (Mon- Fri); only days that the employee was at work a full day will count as an eligible working day in the 10-day window (excluding holidays). A copy of the signed notice will be given to the employee and a copy will be put in the employee’s file. The employee will sign acknowledging receipt of the attendance notice. A refusal to sign will be evidenced by a witness’ signature.

Point Removal

Each point will remain on the employee’s record for a rolling twelve (12) month period as an active employee and will not be deducted from their accumulated total until after the twelve (12) month period has lapsed. More specifically, points will fall at the end of their scheduled shift on the last day of that rolling twelve (12) month period. In addition, in the instance of an employee being off work on an extended leave (initiated by the employee or the company – for example: continuous FMLA leave, medical leave, personal leave, suspension, and excluding voluntary layoffs) during the rolling twelve (12) month time period, any points will be extended for the duration of the approved leave of absence.

The company will review each employee’s attendance record on a rolling three (3) calendar month period. Employees that worked all scheduled hours with in the previous three (3) calendar months and did not have any unexcused attendance occurrences will have the oldest unexcused occurrence removed from their attendance record.

Employees with perfect attendance in a calendar year will be given a paid day off to be used at a time agreed between the Company and employee during the succeeding year. Perfect attendance is defined as zero attendance points within the calendar year provided the employee worked a minimum of 1,500 hours in that year.

Family Medical Leave Act/ Occupational Injury (Worker’s Compensation)

Employees that have approved leave through the Family Medical Leave Act or Occupational Injury, must follow same procedure for attendance as all other employees, including the call off procedure. Employees must designate their absence with FMLA or Workers Compensation leave. These days can only be taken in conjunction with approved leave claims. Calling off does not relieve employees of his or her duty to call the company’s FMLA leave administrator and designate the absence as FMLA. Failure to follow the company procedures will result in attendance points for the days missed.

General Classification Provisions-

Section 1- General Classification Provisions:

Tech 2’s who are in the classification on the effective date of this collective agreement will be given the choice of entering the apprenticeship program or remaining in their classification. Tech 1’s will be given the choice of entering the apprenticeship program or advancing to the Tech 2 classification by meeting the requirements outlined below. If a Tech 1 chooses not to enter the apprenticeship program, they must complete the requirements for a Tech 2 as outlined below herein. Upon meeting each of the requirements listed below, the employee’s wage will be increased by 16.6% of the difference of their current rate and the Tech 2 rate.

• High pressure water applications

• Industrial bearings

• Steam traps and boiler systems

• Industrial seals

• Industrial drives

• Industrial hydraulics

Company will facilitate the required training, should training not be provided by the Company within 1 year, Tech 1’s will automatically receive credit for the individual training not provided.

Contract Length-

THIS AGREEMENT made and entered into as of January 1, 2025, to become effective January 1,2025 – December 1, 2027 by and between AUTONEUM NORTH AMERICA, INC a corporation, for its Oregon plant located at 645 North Lallendorf Road, Oregon, Ohio, and affiliated facilities, hereinafter referred to as the “Company” and the RWDSU/UFCW,

hereinafter referred to as the “Union.”