THIS AGREEMENT made and entered into as of January 1, 2017, to become effective January 1, 2017 –December 31, 2021 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."

ARTICLE 1

Recognition

This agreement is entered into, by and between the Parties hereto, in a mutual effort to promote sound labor and management relations. In accepting this agreement, the Parties recognize their mutual responsibilities and pledge to expend all efforts necessary to maintain efficient and equitable working relationships.

The company recognizes the union as the exclusive bargaining agent with respect to wages, hours, and conditions of employment for all employees covered by the terms and conditions of the Agreement, employed or to be employed by the Company. The term “employees” as used in this Agreement shall mean all hourly production, shipping and receiving, and maintenance employees of the Company as set out in Appendix A, at its Oregon, Ohio Plant, and affiliated facilities, excluding foremen, guards, office and clerical employees, technicians, professional employees, and supervisory employees having the right to hire, fire or effectively recommend such action.

ARTICLE 2 - Union Security

Section 1: Union Shop. All present employees who are members of the Union on the effective date of this Agreement shall maintain their membership in good standing in the Union as a condition of their employment.

There shall be a probationary period defined as ninety (90) calendar days for any new employee (hired or rehired during which the Company shall have the privilege in its sole discretion of laying off, discharging, or retaining such new employee. Probationary employees may be terminated from employment by the Company for any reason in its sole discretion, and such termination will be considered as for just cause by the Union provided that the termination was not discriminatory in nature. If retained by the Company, such new employee's seniority shall date from the first day worked.

All employees who are hired shall be required to become and remain members in good standing of the Union as a condition of their employment from and on the 91st day worked,

Section 2: Check off. Upon receipt of a lawfully executed written authorization from an employee, the Company agrees for the term of this Agreement, or until such authorization is revoked in accordance with its terms, to deduct the regular Union membership dues of such employee from the employee's pay, and to promptly remit such deduction to the official designated by the Union in writing to receive such deductions. The Union will notify the Company in writing of the exact amount of such regular membership dues to be deducted. Initiation fees will also be deducted when indicated on the authorization in the amount specified by the Union in writing and will be remitted in the same manner as membership dues. The authorizations provided for by this section shall conform to all applicable Federal and Ohio laws. The Union will refund to the Company or to the employee any dues, which may erroneously be deducted, or any monies, which may erroneously be remitted to the Union.

The company shall within fifteen (15) days upon receipt of union records, pay over to the union the amount of such deductions made the preceding month.

The company has been furnished with copies of the Check off card to be utilized under the provisions of the foregoing Article, and will furnish a check off card to all new

employees. The Union will promptly notify the Company of any change in the form of said card.

Section 3: Indemnification. The Union agrees to indemnify and hold the Company harmless against any and all claims brought against the Company as a result of any action taken or not taken by the Company pursuant to any written communication from the Union under the provisions of this Article.

Section 4: Part-time. There are no current part-time employees. When business conditions require the addition of part-time employees to the work force, they will be eligible for Union membership irrespective of the number of hours they work, and the Union and the Company agree to establish wages, hours and other conditions of employment.

Section 5: No Discrimination. There shall be no discrimination in regards to hiring, rates of pay, continuation of employment, or any other application of the provisions of the Agreement, because of age, sex, race, creed, color, national origin, religion, or activity in behalf of the union.

ARTICLE 3 - Contractual terminology

Any reference to "employee" in this Agreement means bargaining unit employees.

Any reference to "days" in this Agreement means calendar days unless otherwise designated.

Any reference to he or she means both sexes.

The term “classified” means where an employee is placed on the centralized department schedule on Monday of the workweek.

The term “qualified” is defined as an employee that has been trained and has worked and knows all applicable duties of a (bid) Job description. The Qualification paperwork must also be properly completed. Employees can disqualify themselves or can be disqualified by the Company after six (6) months of not having operated a job. The Company will discuss an employee’s qualification status prior to any action that may be taken.

ARTICLE 4 - Hours and Overtime

Section 1: All work performed in excess of forty (40) hours in any one week shall be compensated for at the rate of time and one-half (1 1/2) the regular hourly rate. All forced unscheduled daily hours worked beyond eight (8) hours in any one day from punch in to punch out shall be compensated at the rate of time and one-half the regular hourly rate, provided the employee submitted the Forced Unscheduled Daily overtime request form to their supervisor prior to the end of the week in which the overtime occurs. An employee shall only be required to be assigned to one department per day for overtime. Wherever an employee is assigned for work two hours prior to the end of their shift shall be the department they are assigned to for daily overtime. (Special Launch bid circumstances will be handled as per new Article 9, Job bidding.) Time and one-half will be paid after 8 hours if it is not the fault of the employee. (Jury duty, vacation, lack of work, union business, holiday or any days authorized in the contract .)

Section 2: All work performed on Saturday as such will be paid at the rate of time and one-half (1 ½) the employees regular rate of pay, except as provided in Section 4 below.

Section 3: All work performed on Sunday as such will be paid at the rate of twice (2x) the employee’s regular rate of pay, except as provided in Section 4 below.

Section 4: If an employee is absent during the work week other than for, legitimate union business, lay-off or the employee volunteers to be sent home, then overtime will only be paid when the employee works over 40 hours per week. For the purposes of this section funeral leave, jury duty, vacation, PTO and holidays will be considered as time worked.

Section 5: There shall be no double payment or pyramiding overtime payments.

Section 6: A twenty (20) minute paid lunch shall be allowed each employee and shall be included in the regular working hours. Such lunch periods shall be arranged to provide continuous operation where necessary, and will occur three (3) to six (6) hours after employees start to work. The relief Person is to relieve a maximum of seven (7) persons plus him/herself.

Absentee Fill-Ins/Reliever shall be used for call offs on daily overtime. Company agrees to use full Absentee/Reliever capacity, prior to forcing overtime for abseentism.

Section 7: The employee will be allowed two (2) scheduled fifteen (15) minute paid breaks one during the first half of his shift and one during the second half of his shift. After eight (8) hours of consecutive work, an employee will be allowed a fifteen (15) minute paid break when this is not the end of his shift. After ten (10) hours of consecutive work, an employee will be allowed a fifteen (15) minute paid break when this is not the end of his shift. After twelve (12) hours of consecutive work, an employee will be allowed a twenty (20) minute paid break when this is not the end of his shift. After fourteen (14) hours of consecutive work, an employee will be allowed a fifteen (15) minute paid break when this is not the end of his shift. All breaks will be scheduled to ensure continuous operations provided that all breaks will be given in a timely manner.

Section 8: All work shall be performed on straight time basis whenever possible, provided that the employee is qualified according to the plant matrix. The Company may transfer an employee holding a bid off his/her regular shift if the employee volunteers and it does not create overtime in that employee’s position. In emergency situations where no other option is possible the Company may allow the transfer. The Company may transfer employees who do not hold bids to another shift whenever the need arises.

Section 9: Daily overtime will be posted in more than one location in each department thirty-five (35) 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 oftheir 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: The following section establishes an overtime scheduling process agreed to by the Company and the Union.

Section 11: Scheduled Weekly Overtime. The Company will post a voluntary sign-up list for scheduled weekly overtime. Employees may sign up for scheduled weekly 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.

Section 12: Unscheduled Daily overtime

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

• Day shift: 6:30A.M. – 12:00 P.M. 

• Afternoon: 2:30 P.M. – 8:00 P.M. 

• Night Shift: 10:30 P.M. – 4:00 A.M.

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) 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.

Section 13: Scheduled weekly and unscheduled daily.   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 classified volunteer on the adjoining shifts

2.     Senior qualified volunteer in the department on the adjoining shifts

3.     Senior qualified volunteer (any department) on the adjoining shifts

4.     Forced junior qualified on shift from department.

5. If no volunteers, the Company will staff positions in the most efficient manner possible.

Section 14: Scheduled Weekend Overtime.   The Company will post a voluntary sign-up list for scheduled weekend overtime. The Company will post the weekend schedule forty-eight (48) hours prior to the start of the weekend. Due to unforeseen circumstances, changes to this 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 as of each Monday, (according to the employee’s job bid) is the classification he/she will hold for weekend scheduling purposes.

Scheduled weekend overtime will be assigned according to the following steps:

1.     Senior classified on shift affected.

2.     Senior classified in same department on another shift.

3.     Senior qualified from department and shift affected.

4.     Senior qualified from department regardless of shift.

5.     Senior qualified plant-wide.

6.     If no employee desires the overtime assignment, the Company may require the junior qualified employee in the department and shift to take the assignment.

7.     Twelve (12) hour shifts will be accommodated provided there is a corresponding volunteer if required. If not eight hour shifts will be scheduled.

If weekend overtime arises after the schedule is posted the company will go back to the weekend volunteer sign-up. The employees will have the right to accept or decline the overtime. Volunteers after the list goes down will be selected by seniority of people at work at the time of the posting. (Time permitting)

Example: Weekend overtime after the schedule is complete will be selected by seniority from the volunteer sign-up sheet, (those present) first then the senior qualified employees present. In both cases the employee has the right to accept or reject the overtime.

Section 15 - Other Overtime Terms and Conditions

A.   Minimization of Excessive Overtime: Work hours shall not exceed twelve (12) hours from punch in to punch out within a twenty-four (24) hour period. However, an employee may volunteer to work up to sixteen (16) hours any two (2) days of the week. No employee will be allowed to work more than sixteen (16) hours in any one work period from punch in to punch out. After working any shift an employee must be off work for a minimum of twelve (12) hours prior to returning to work, unless volunteering, or in cases where a line will be shut-down due to lack of staffing, in that case an employee will be off a minimum of eight (8) hours In the event the Company fails to comply with the twelve (12) hour limit as outlined above, the Company may not issue discipline to the employee for any work rule violation including insubordination, and/or walking off the job.

The limiting of excessive overtime hours per day is deemed a business necessity. In implementing the agreed to above work limits it is understood and agreed that it is a fundamental necessity that it be done without shutting down plant operations. An employee therefore may be forced in early for known vacancies, provided the Company provides a forty eight (48) hour advance notice to the employee affected.

Employees can sign up for a four (4) hour shift if no employee has requested an eight

(8) hour shift.

B.   Forced Overtime: All of the steps of the overtime procedures, excluding scheduled overtime are not designed to allow employees to volunteer out of required forced overtime. However, the Company agrees to honor late volunteer requests, based on the following conditions:

1.           The request is made directly to the Supervisor, within thirty (30) minutes after posting shift schedule (fifteen (15) minutes prior to the end of       the shift), all requests will be documented.

   2.           The Supervisor agrees and authorizes the replacement.

3.           Forced employees have no rights to the overtime and no schedule changes will be made once the replacement is authorized.

4.           An employee who signs up in the overtime system timely will have rights to the overtime before a late volunteer regardless of seniority.

5.           Employees once scheduled will be required to complete their assignedscheduled hours.

C.   Emergency or Unforeseen Business Issues: The Company and the Union jointly agree that due to unforeseen or unusual business conditions the Company and the Union committee can make adjustments by mutual agreement in the scheduling and/or other contractual processes on a temporary basis to meet business production requirements.

D. Medical Excuse after Overtime Notification: A signed medical excuse must be presented to the Company before an employee is allowed to return to work, if, after having been informed of being required to work overtime an employee states he/sheis sick and going home.

E.   Grievance Rights for Unscheduled Daily Overtime: The Company is only required to call those employees in for unforeseen overtime whose name appears on the unscheduled daily overtime sign up list, as applicable. The Union will not award an overtime grievance when the Company has complied fully with the overtime scheduling process.

F.    Additional Overtime Guidelines: All inventory will be assigned to volunteers according to plant-wide seniority. Without limiting management’s right    to use outside painting contractors, when feasible and cost effective, production area painting will be assigned to volunteers according to plant-wide seniority.

To determine which job he/she will work will be determined by the weekly work schedule. Meaning, where he/she is scheduled on the Centralized Weekly Work Schedule as of each Monday, is the classification he/she will hold for weekend scheduling purposes. Employees signing for overtime can be reassigned by seniority to other areas the employee is qualified in only.

Overtime for General Cleanup and work generally performed in the department shall be offered in the department where the work will occur first. If the work in the department is completed prior to the end of the scheduled overtime shift the Company may utilize employees to do general clean up plant wide to fill out the remainder of their overtime shift. If cleanup being offered is general in nature and is not normally assigned to a department, the cleanup shall be offered to employees on a plant wide seniority basis.

Miscellaneous work will be considered work not normally performed in the department and all work performed will be selected by using the plant-wide seniority list.

In the event that the Company moves a part from one machine to another machine for overtime purposes no employee would be consider classified for the overtime for weekend overtime. In that event the senior employee qualified on machine and part would be allowed to volunteer for the overtime first for weekend overtime. In the event

that no employee volunteers for the overtime the junior qualified employee on machine and part will be forced to complete the overtime assignment for weekend overtime.

For Daily overtime the person(s) assigned to the job classification that day would be considered as classified for daily overtime and the daily unscheduled overtime procedures will apply.

Special overtime provisions shall apply to launch bids as outlined in Article 9, Section (3).

Employees must be qualified two (2) hours prior to the end of the shift in order to be forced or be allowed to volunteer for the opening in question.

ARTICLE 5 - Work Week and Holidays

Section 1:   Work Week. The regular workweek shall consist of five (5) consecutive days, normally, but not limited to, Monday through Friday, inclusive. However, nothing contained in this Agreement shall be construed as a guarantee of hours of work per week or of days of work per week.

The first (day) shift will normally begin work between the hours of 6:00 AM and 8:00 AM; the second (afternoon) shift will normally begin work between the hours of 2:00 PM and 4:00 PM; the third (night) shift will normally begin work between the hours of 10:00 PM and 12:00 AM.

Monday shall normally be the first day of work for day and afternoon shifts. The night shift's week shall begin Sunday but shall not be subject to the normal Sunday pay premium.

The Company may schedule individuals, or groups of individuals to work, outside of the days and hours referred to above in Article 5, Section 1. The Company will discuss with the Union any such schedule changes.

Section 2: Hours. The company will attempt to schedule forty (40) hours of work per week for non-laid-off employees.

Any full time employee who reports for work and works as scheduled shall receive a minimum of eight (8) hours work or, in lieu thereof at the Company's option, eight (8) hours pay, except in emergencies beyond the Company's control.

Any employee called in to work for the convenience of the Company will be guaranteed at least eight (8) hours work or, in lieu thereof at the Company's option, eight (8) hours pay. Any employee called in before the start of his scheduled shift will be permitted to complete his scheduled shift.

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

New Year’s Day                                        Day after Thanksgiving

Good Friday                                              Christmas Eve Day

Memorial Day                                           Christmas Day

Independence Day                                     Day after Christmas

Labor Day                                                  New Year’s Eve

Thanksgiving Day                                      *Easter Sunday

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

Employees will be given the weekend before or the weekend after his/her birthday without pay, provided the employee provides leave of absence paperwork, prior to creation of affected weekend schedule.

A.   During the weeks of the holidays cited in Section 3 of this Article, regular full-time employees on active (working) status shall receive eight (8) hours pay at their respective straight time rates including shift differential in addition to wages earned via performing work on the specified holiday provided:

*Probationary employees are not eligible for holiday pay.

B.   Eligible employees must work their last scheduled full workday before the holiday and the first scheduled full workday after the holiday; unless the employee is approved by the Company to leave early or the employee is on vacation, PTO, funeral leave, or jury duty when the holiday occurs, then they must work their last scheduled full workday and their first scheduled full workday, in order to get holiday pay.

C.   Non-probationary employees placed on layoff twenty (20) calendar days or less prior to a given holiday who are recalled within twenty (20) calendar days following the holiday shall be eligible to receive holiday pay provided they work their last scheduled full workday prior to the layoff and their first scheduled full workday subsequent to the layoff.

D.   An employee may still receive holiday pay if they were absent either the workday before or after the holiday they are scheduled to work, if the reason for the absence is an “emergency” situation. This “emergency” must be substantiated with documentation of the reason for the absence, which is acceptable to the Company. The Union shall have the right to challenge the reasonableness of the Company’s decision in accepting or rejecting the reason and documentation for the absence.

E.    This provision is not to be construed as a “Guarantee” of Holiday Pay – it is intended to provide for those situations when an employee must in fact absent himself/herself part of a holiday qualifying day due to a valid emergency situation. This shall apply to both paragraphs C and D above.

Section 4: Weekday Schedules. Weekday schedules as defined in section 1, will be posted by Thursday of each week showing the employees' starting times. The Company agrees not to make changes in such weekly schedules without twenty-four (24) hours advance notice to the employees and the Union. The twenty-four hour (24) notification may be waived based on unforeseen circumstances when mutually agreed upon between the Company and the Union. The Company along with a Union committee person or steward present will tell any employee that is affected by a revised schedule of the revision (schedule change).

Section 5: Checks. Checks will be made available for third Shift (Midnights) on Friday. Checks will be made available for first Shift (Days) on Thursday. Checks will be made available for second Shift (Afternoons) on Thursday. All employees shall be entitled to select electronic deposit of their payroll checks and the above language shall be strictly followed by the Company. For those employees selecting paper checks, the Company shall not be held in violation of this section if there is an error in delivery by their payroll administrator beyond the control of the Company. The Company however will make every effort to rectify the problem and expedite the release of payroll checks to the employees as soon as humanly possible. The Company will notify the Union immediately as to any problems with the payroll delivery system.

For recognized holiday workweeks, the Company will make every possible effort to insure that checks are available for all shifts at the end of their workweek. During weeks in which a holiday falls employees shall be issued their pay including holiday pay even if enough time does not exist to allow the Company to validate the employee’s eligibility for holiday pay under Article 5:5 above. If an employee receives holiday pay and is later found to be ineligible for holiday pay under Article ;5 above the Company then may remove an amount equal to the holiday pay from the employees pay the following week.

The Company's policy will be to hold back one week’s pay.

ARTICLE 6 - Grievance Procedure

Whenever possible the Step 2 meeting will take place on the second Tuesday except as pertaining to Section 3 (discharge) and the Step 3 meeting will be held on the fourth Tuesday of each month.

Section 1: Should differences arise between the Company and the Union or its members employed by the Company, as to the meaning and application of the provisions of this Agreement, the parties shall settle their differences according to the procedure set forth below:

STEP 1: The aggrieved employee and/or Union Steward shall present any grievance in writing to the employee's Supervisor, and/or Company Representative accompanied, if he so requests, by his Union Steward, within three (3) working days, excluding weekends and holidays, after the event which gives rise to the grievance, or it will not be considered in the Grievance Procedure. The Supervisor shall answer the grievance to the aggrieved employee and/or Union Steward, with a copy given to the grievance committee within three (3) working days, excluding weekends and holidays, after having received it. The Manufacturing Manager shall meet with the Union’s chief steward and/or grievance committee member as needed on an ongoing basis for the purposes of trying to resolve grievances prior to the 2nd step meeting taking place.

STEP 2: The Union Shop Committee shall present any grievance not settled in Step 1 above, in writing, to the Company’s designated representatives during the step 2 meeting. An agenda will be made available so supervisors and members can be scheduled. The Company’s designated representatives shall give the Shop Committee an answer, in writing, not later than three (3) working days, excluding weekends and holidays, after

having received the grievance. Whenever possible the Step 2 meeting will take place on the second Tuesday except as pertaining to Section 3 (discharge)

STEP 3: In the event the grievance remains unsettled, a meeting of the Shop Committee, accompanied by a representative of the RWDSU/UFCW and designated representatives of the Company shall be held at the next regularly scheduled monthly meeting. The Company’s designated representatives shall provide a written answer to the RWDSU representative within ten (10) working days of the step 3 meeting. The step 3 meeting will be held on the fourth Tuesday of each month.

STEP 4: In the event that the grievance has not been satisfactorily settled, the parties shall at the written request of the Union within thirty (30) working days after receiving the Company’s written answer after the step 3 meeting, request from the Federal Mediation Service a panel of five (5) names from which the parties shall select an impartial arbitrator. The final selection of an arbitrator shall be made by first having the Union strike one name from the panel submitted, then the Company, then the Union then the Company, and the name remaining shall be the designated arbitrator.

The decision of the arbitrator shall be final and binding on both parties to this Agreement. The fees and expenses of the arbitrator shall be shared and paid equally by the Company and the Union. The arbitrator shall decide each issue on the basis of the provisions of this Agreement and shall have no power to add to, delete from, or change any of the provisions of this Agreement.

Section 2: If the facts of the grievance warrant it, the Company and the Union may mutually agree, in writing or verbally, to an extension of time in any of the above grievance steps.

Section 3: It is agreed that harmonious relations between the parties require the immediate filing and disposition of grievances. Grievances involving discharges, suspensions, layoff, or recalls must be tendered within three (3) working days, excluding weekends and holidays, after the event which gives rise to the grievance or they will not be considered under the grievance procedure. Such grievances shall be initially filed in a Step 2. If the Company fails to give an answer to the employee in Step 1, or the Union Shop Committee in Steps 2 or 3, the grievance will be regarded as having been granted as filed by the employee and/or Union Shop Committee. Likewise, if the employee and/or Union Shop Committee fail to present the grievance within the time periods indicated or if they fail to appeal to the next higher procedural step within the time limitations imposed, the grievance will be regarded as having been settled on the basis of the Company's last answer.

Section 4: A grievance involving the employees of more than one department shall be filed in writing and shall be taken up initially in the 2nd Step of the grievance procedure.

Section 5: If the facts of a grievance so warrant, the Union may call in the grievant or any witness in any step of the grievance procedure including arbitration providing it does not disrupt production.

Article 7 - Shop Committee & Representation

Section 1: A Shop Committee shall be established by the Union to handle all matters for the employees relating to grievances or other Union business. The committee shall be composed of not more than four (4) employees. The Company shall be advised in writing as to the membership of the Shop Committee and the changes therein when they are made. Such Committee members shall be given the privilege of leaving their jobs to attend to matters concerning application of this Agreement, which could not be practically referred to at a later time. However, such leave shall be taken only after proper notice has been given and sanction to leave has been granted by the committee member’s supervisor. Such sanction shall not be unreasonably delayed. Upon entering an area other than that assigned to him as a place of work, the Union Representative shall immediately make known to the supervisor responsible for that area his presence and purpose. The Company will compensate Union Representatives for time lost from their regular working hours while involved in the legitimate pursuit of matters relating to the above. The Parties agree that casual “surveys” of shop conditions and/or solicitation of grievances will not be condoned or tolerated. It is further agreed that if a Union Representative is requested by the Company to stay after his/her regular shift, or come in prior to his/her shift, in pursuit of legitimate Union business, the Company will compensate him/her for all time at his/her regular hourly rate.

Section 2: The Shop Committee shall meet with the Plant Manager or his designated representative as needed to promote harmonious relations. This meeting shall be compensated for by the Company and shall not occur more frequently than once each month.

Section 3: It is recognized that to guard employees' security, personal safety and welfare, it is necessary for the Company to continue to maintain reasonable work rules and regulations. These rules and regulations will continue to be enforced fairly without discrimination to any employee, subject to the grievance procedure. The work rules and regulations may be changed from time to time as deemed necessary and appropriate by the Company. The Company will discuss such changes with the Union prior to the rules' effective date. The Union may appeal same through the grievance procedure within five (5) working days thereafter (inclusive of the effective date). The Company's safety rules are to be considered a part of the Company's work rules and regulations.

Section 4: Discipline will be issued by the Company within three (3) working days, excluding weekends and holidays, following the event giving rise to the disciplinary action. Both parties recognize that occasionally circumstances associated with the work rule violation may reasonably preclude the Company from being aware that the work rule violation occurred within the above mentioned time limits. Such circumstances will be considered in the application of this section. Situations where any member of the Company’s management is aware or should have been aware of the violation shall not be considered as reasonable. For customer part defect issues the Company must demonstrate why the defect is the fault of Autoneum employees before discipline can be issued. The Company Attendance Policy will be excluded from this section.

(Discipline/Security Camera)

An employee that could be disciplined by management should be made aware of the infraction at the time that management is made aware of the infraction. In good faith, upon request, access to camera footage will be made available to both parties.

All cameras will comply with State and Federal Law. Camera footage will only be used when a situation requires investigation, Union committee will be notified when footage is to be reviewed.

Section 5: The Company will make available to all employee’s a shop steward and/or a shop committee person prior to and/or while issuing any discipline and/or prior to and/or during any interview with any Union member for the purpose of issuing discipline.

Section 6: When an employee deems it necessary, the Company will allow employees to meet with a Union representative to discuss matters of immediate concerns. The Company is not required to shut down operations or cause undue hardship to other workers in an effort to allow an employee to meet with a Union representative. The Company will make a reasonable effort to allow the meeting in a timely manner. Employees and the Union representatives must have permission from their Supervisor before they engage in such activity. The Company has the right to postpone the conversation until such time relief can be found to allow the employees to leave the area, permission will not be unreasonably withheld. In situations where it is reasonable to believe that the health or safety of an employee is in question, the employee is required to notify the supervisor before interrupting operations if possible, or immediately after interrupting operations if the employee feels that continuing operations would result in imminent harm to a fellow employee, or damage to Company property before seeking Union representation.

Section 7: Schedules, sign- up Sheets, and Company postings relative to Labor Contract. All schedules sign- up sheets, and Company postings relative to labor contract will be supplied to the union upon request.

Section 8, Lists: The Union will be furnished with current lists of all new employees the first of each month.

Section 9: 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 six (6) months.

ARTICLE 8 - Seniority

Section 1. Seniority is defined as an employee's length of continuous service with the Company in years, months, and days beginning with his last date of hire. Seniority shall be established and maintained on a Plant wide basis, including Maintenance.

Seniority in the maintenance department shall be limited to maintenance employees and shall be divided into the technician levels outlined in maintenance Article 21.

(Example: Tech 1 cannot bump Tech 3; the plant employee would not be able to bump a maintenance employee).

A. TEMPORARY SHUTDOWN AND LAYOFF DEFINITIONS

For the purpose of defining a temporary shutdown versus a layoff situation, the following guidelines will apply when the Company determines that no work is avaialble: Concerning temporary Shut Down the listed procedure will be considered if the Company determines no work is available.

“Temporary Shutdown”

1.     A temporary shutdown is a cessation of operations in the entire plant, or a work cell, or a department, or a function, excluding Maintenance, for a period of up to five (5) workweeks. During all Temporary Shutdowns the following procedures will apply:

a.     Unscheduled forced employees will be sent home first,

b.     Then scheduled forced employees will be given the option of working or not,

c.     Volunteer weekly scheduled overtime will be given the option of working or not.

d.     Then the senior employees in the affected department will be given the option of working or not working. The senior employee who wishes to work has the right to choose job and/or shift if applicable, provided that they are fully qualified to perform the job as determined by the qualification matrix. The senior employees in the affected department who wish to remain working must exercise their seniority within their own department, on any shift prior to exercising their seniority plant wide.

2.     Temporary shutdowns will be divided into three separate categories with special provisions for each category as follows:

3.     For temporary shutdowns of less than one (1) full workday, senior employees in the department may only exercise their seniority on shift within their own department. No advance notice by the Company need be given; however employees who are forced to leave work prior to completing their eight (8) hour shift shall be entitled to receive their guarantee of eight (8) hours for that day.

4.     For temporary shut downs of more than one (1) day during the same work week in which the temporary shutdown was first issued by the Company, the employee may only exercise their seniority within their own department. For unplanned temporary shutdowns of less than one (1) week the Company need only provide the employees the advance notice outlined in Article 5, section 4. Employees may also bump off shift within their own department provided that there is sufficient time remaining in the work week to allow the Company to provide the affected off shift employees with their change of schedule notice as outlined in Article 5, Section 4.

5.     For temporary shut downs for the succeeding work week or weeks up to the limit of five (5) consecutive work weeks, the company will give forty-eight (48) hours advance notice of a temporary shutdown for the succeeding work week(s), except in extraordinary customer directed circumstances and/or act of God emergencies beyond the control of the Company. The senior employee(s) in the department will inform the Company within Twenty-four (24) hours after first being made aware of the temporary shutdown, of their desire to work what job and/or shift. If no one wishes to work, the junior qualified employee in the department will be required to work.

This section (A-3) will apply even if the shutdown is for part of the work week if the Company is aware of the need for a partial work week shutdown for the succeeding work week.

Employees may only bump into a job during any of the above temporary shutdown situations if they are fully qualified to perform the work as determined by the qualification matrix. Should an employee fail to perform satisfactorily, he will be subject to disciplinary action.

6.     Recall from temporary shutdown shall be in seniority order, except that senior employees who volunteered for the temporary shutdown shall not be recalled until after all employees in the affected department forced off work during the temporary shutdown are returned to work first, or the limit for temporary shutdown is reached for which the employee was originally informed. In this event the employee shall be allowed to return to work and the Company will then follow the temporary shutdown procedure outlined in Step 3 above to complete the process for the extended temporary shutdown time. All employees returned to work after a temporary shutdown shall be returned to their former bid job classification.

“Lay-off”

1.     A layoff is a cessation of operations in the entire plant, or a work cell, or a department, or a function, excluding Maintenance, for a period over five (5) consecutive workweeks. The temporary shutdown clause need not be invoked prior to any layoff.

All of following conditions shall apply to all layoff situations:

2.     Any job made vacant due to layoff shall be posted through the job bid procedure. All employees affected by the layoff shall be entitled to bid and the six (6) month bidding restriction in Article 9, section 1 shall not apply. If an employee exercises their seniority to bump or bid to a job that they are not qualified to perform in order to avoid being laid off, the Company will provide training to the employee for that job classification. Upon recall of the work force from layoff the employee who is trained as outlined above may not bid again during the remainder of the original six (6) month period unless they are qualified to perform the job classification according to the qualification matrix. Employees are always allowed to bid regardless of the six (6) month restriction for the exceptions outlined in Article 9, section 1.

3.     All layoff and recall rights shall be based on plant wide seniority excluding Maintenance. Any employee reduced from within his/her classification will be permitted to exercise seniority rights within the plant.

4.     The Company will notify the Union as soon as possible, but no later than forty- eight (48) hours in advance of a layoff except in extraordinary customer directed circumstances and/or act of God emergencies beyond the control of the Company, indicating the number and identity of employees to be laid off and the departments and classifications to be affected in order that senior employees may exercise their seniority bumping rights in a way so as to ensure the least disruption of the operation of the facility. The affected senior employee(s) in the plant will inform the Company within Twenty-four (24) hours after first being made aware of the layoff, of their desire to work what job and/or shift.

•      The Company will train employees during lay-off situations in order to allow senior employees to remain working.

•      Reduced employees will fill in openings after a layoff with the employee in seniority order selecting from the open job classifications.

•     The employee returning from layoff will have forty-eight (48) hours to submit the seniority bumping rights form to their supervisor, provided that they have sufficient seniority to bump into another position and are fully qualified to perform the job. After the forty-eight (48) hours has expired, employees may no longer bump and will revert back to the bidding process to acquire new jobs.

•     Employees will be recalled from lay-off, in order of highest seniority. However, if the recall is five (5) workweeks or less, the senior employee with the qualifications for the job available will be recalled as per the temporary shutdown section.

•     If the whole plant is to resume production and it is a total recall, all employees will return to their former positions.

•     On the partial recall when a department and/or line resumes production, by seniority per contract, any job made vacant due to the recall will be posted through the job bid procedure.

Section 2: When recalling employees from layoff it is understood and agreed that the Company may need to temporarily assign employees to a job classification other than the employees bid job classification in order to allow for the efficient operation of the plant while the recall and bidding process is being completed.

Section 3: During a temporary shutdown or layoff, no normal bid job that is still in operation may be left unfilled if there is a qualified employee laid off from work.

Section 4: All employees off work due to a temporary shutdown, including the summer and winter shutdowns are required to check the schedule each week in order to determine if they are recalled to work for the succeeding week. Employees off work due to a lay- off are not required to check the schedule each week. The employees on layoff shall be informed by the Company by phone or by certified mail of when to return to work.

Section 5: Special circumstances that limit employee’s ability to bid or bump into launch bids during a temporary shutdown or layoff situations are outlined in Article 9, Section 3.

Section 6: Scheduled shutdowns (summer and winter). Senior employees will be given an option of working or not working. In the event that no employees desire to work the summer or winter shutdown, the junior most qualified employee in the plant may be required to work. The Company is responsible for posting summer and winter shut down no later than six (6) am on April 30th. The Company will review any hardship cases on a case-by-case basis.

Layoff and recall in the Maintenance Department will be by seniority within three (3) technician classifications as per Article 21.

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

 • 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.

Section 7: The Company agrees to continue to invoke the rule of seniority for employees in a reasonable and equal way, giving preference to the senior employees in a reasonable and equal way, when he possesses the necessary qualifications to do the work. Any determination made by the company as to employees’ qualifications may be challenged through the grievance procedure. (Duplicated in Article 21)

Section 8: Part-Time & Probationary Employees.

(A)   Employees hired on a part-time basis shall acquire no seniority under the provisions of the current agreement. There shall be no seniority among part-time employees.

(B)   Part-time employees shall receive no benefits other than wages.

(C)   The Company's use of part-time employees is governed by Article 2 Section 4, of the existing agreement.

(D)   In filling vacancies necessitating an overtime situation, the followingprocedure will apply:

(1)  Refer to overtime lists posted.

(2)   If no signatures appear on the overtime lists, call laid off employees who arequalified for such work and have indicated their availability for such work.

(3)  If not filled via 1 or 2, call part-time employees.

(E)   Summer Help. The Company and the Union agree that “summer help” may be used outside the physical plant facility from May to September to mow grass, landscape, paint, etc. Without being subject to Union jurisdiction.

(F)    Probationary employees once qualified on a job as determined by the Company shall be part of the voluntary and forced overtime procedures. The Company agrees to not unduly delay the qualification process for probationary employees.

(G) No probationary employee shall be used to train any other employee unless they are qualified on the job.

Section 9 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:

(A)   An employee voluntarily quits;

(B)    An employee is discharged for cause in accordance with the Company rules and regulations;

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

(D)   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 oftelephone 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 may also call (419) 693-0511 to obtain their schedule each week of a temporary shutdown. 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.

(E)   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;

(F)    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.

(G)    An employee working elsewhere without the Company's written consent while on leave of absence;

(H)   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.

(I)      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

Job Bidding

Section 1: If a vacancy occurs in any job classification or additional hourly personnel are required, no new employees shall be hired to fill such vacancy until regular employees then working for the Company and regular employees laid off have first been given an opportunity to fill such vacancy or new positions.

The following procedure shall be followed.

Any job vacancy will be posted within forty-eight (48) hours, job bids will remain posted for forty-eight (48) hours, job bids will be awarded within forty-eight (48) hours. Any employee then working shall have the right to file an application for the posted job classification within forty-eight (48) hours following the posting. The Company, in

posting such job classification for bid, will cite the job classification title, the rate of pay, the department in which the work is performed (and the location therein if applicable), the shift on which the work is to be performed, and a brief description of the work to be performed. To fill a job classification vacancy, seniority rights shall prevail. In the event that no application is made within the said forty-eight (48) hour period by employees then working, said job classification will be assigned to employees in order of seniority without a bid. All job bids, descriptions, and applications shall be date and time stamped. Any bids not entered in a timely manner shall not be accepted.

Should a laid off employee fail to qualify on such job classification, he shall be recalled only to a position for which he had been qualified. An employee so recalled who is subsequently determined unqualified for the position shall receive no credit for service performed in this period of time and shall be considered as having been continuously laid off since his initial date of layoff for purposes of Article 8, Section 9(f). The Company, at its option, may consider bids placed by probationary employees.

An employee assigned to a vacancy, as above provided, shall receive the rate of the job classification after he has been qualified on such job. Employees shall only have the right to overtime in his new job classification or status. Meanwhile, he shall hold the rate of his last permanent job classification, or the rate of the bid, whichever is lesser. If an employee’s work proves unsatisfactory, he shall be returned to his former job classification or status, if still available, meaning if the previous job classification is not awarded or eliminated, he/she may return to it. If, on the other hand, his work proves satisfactory and proficient, he shall be paid the rate of the new job classification subsequent to qualification. A period of between five (5) and thirty (30) (except jobs requiring knowledge of the complete department) days will be used for training for qualification purposes. Upon management’s discretion the employee’s training may be extended.

The jobs requiring more or less training will be agreed between the Union and the Company. The Company agrees with the addition listed/Union request criteria for job training that would show best practices and length of training.

Any employee successfully bidding (not assigned) on a job classification posting shall not be permitted to bid for at least six (6) months after being awarded the job classification. When an employee files a bid request, that employee will also be able to file a shift bump. This six (6) month bid restriction shall not apply and shall be removed in the event that an employee is disqualified by the Company, the Company has not placed the employee on the job within thirty days after the job was awarded, the employee is bumped off their job classification and/or off their shift by a senior

employee, or in the event of a long term layoff. The six (6) month restriction shall also not apply for launch bids or for new job bids after the completion of the launch bid process. An employee may bid to a higher paying classification after having been awarded, via job bid, his current classification at any time regardless of the six (6) month restriction. Employees who disqualify themselves during their training period from their bid job classification shall not have seniority bumping rights; however they will be allowed to bid to another job if their previous job classification has been filled, this shall be limited to one (1) time in any six (6) month period. After being qualified on the job classification an employee may only disqualify themselves from their bid job classification for a valid extraordinary reason acceptable to the Company. Any new employee may not bid until they have been a union member in good standing for six (6) months, but may bump as per Article 12, section 3 after completing the probationary period.

When an employee’s job is eliminated, that employee has the right to bump the lowest seniority person on whatever shift the employee wants that his/her seniority will allow. The employee will not be allowed to use a shift bump for six (6) months.

When one job or more than one job is eliminated the senior person will have first choice to use his/her seniority rights.

When a job is posted and is not filled the job will remain posted until it is assigned, awarded or eliminated.

By way of clarification it is noted that a bidder may be "awarded" a job one day but may not actually begin working in that capacity until a later date but no longer than (30) days, except in cases where a line would be shut down due to staffing If the qualification procedure begins at a time subsequent to the date the bid is awarded, upon successful completion of the qualification period, the successful bidder's seniority will revert to the date of the award, and he will be compensated at the higher rate of pay for the period between being awarded the bid and physically starting the bid job.

When an employee is awarded a job classification bid, the Company will extend its best efforts to train said employee and qualify him/her for the new position. Such efforts shall be supported by bi-monthly evaluations in writing by the supervisor and the employee.

Employees once in training must remain in training until training is completed except in cases where a line will be shut-down due to lack of staffing.

The Company and the Union will address specific delays in transfers to jobs awarded via the bid procedure when such delays appear to be excessive.

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

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

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

Section 2: It is agreed that employees may volunteer to train on overtime for their bid position that they have been awarded through the bidding procedure of the collective bargaining agreement, however it shall remain within the Company’s discretion to allow the training or not. It is understood and agreed that such training shall not interfere with their contractual obligations under the forced overtime procedures in the contract.

Section 3: Launch Bids. A launch bid shall be defined as any required job that needs to be performed for the purpose of developing new business/and or product lines for the Company. All launch bids shall be done in accordance with the bidding procedures outlined in Article 9, Section 1.

The following special circumstances shall apply to all launch bids:

A.   Any employee who bids on a launch bid shall be expected to remain on the launch bid for the entire duration of the product launch, until the jobs associated with that launch become permanent jobs and are bid in the normal manner and the employee bidding on the permanent job has completed their training period or when it is determined that the launch bid is no longer needed if the Company will not be awarded the launch business.

B.   Any employee bidding a launch bid shall also retain their current bid position for the duration of the launch bid for days in which they are not required to work on the launch in the event that the launch is not performed on a daily basis. In the event that the launch would be performed daily for over thirty days after the employee is physically placed into the launch bid, the employees previous bid position will be bid in the normal manner and the employee awarded the launch bid shall only retain the launch bid.

C.   At the conclusion of the launch bid process, the employee whose previous job was bid due to the thirty day rule, they shall retain their seniority bumping rights if they do not bid at the conclusion of the launch bidding process.

D.   All employees bidding on the launch bid shall be required to perform all overtime both scheduled and unscheduled associated with the launch bid, in seniority order for those employees on the launch bid. Employees not on the product launch, may not request or be forced to perform any overtime associated with the launch. The Company may fill launch bid vacancies (example – vacation absences) with other employees, per contract, salaried employees or other contractors may also perform specific work necessary to ensure a successful launch.

E.   All employees shall be obligated to the launch bid first for both straight time and overtime prior to their normal job bid duties if they still hold their previous bid. Launch bid employees who are not performing launch bid overtime shall still be obligated to perform forced overtime in the normal manner as outlined in Article 4, section 9. Employees who are part of the launch bid but are assigned to another shift shall be moved to the launch bid shift as required on a daily basis to perform the launch bid duties.

F.    All employees who bid and are awarded a launch bid shall not be laid off during a temporary shut- down if the launch bid is still required to be performed during the temporary shut -down as defined in Article 8, section 1.

G.   All employees who bid or are assigned and are awarded a launch bid will continue to perform the launch bid including training even during a temporary shut down and senior employees will not be allowed to bump into the launch.

H.   Employees may only bump into a launch bid as a last resort and only during a long term layoff. It may be necessary for both employees for each specific job where a bump is taking place to remain working until the replacing senior employee is fully trained for the launch bid.

Section 4: If a vacancy occurs in any job classification or additional hourly personnel are required, no new employees shall be hired to fill such vacancy until regular employees then working for the Company and regular employees laid off have first been given an opportunity to fill such vacancy or new positions.

ARTICLE 10

Management Prerogatives

Section 1: The Union recognizes that, subject to the terms of this Agreement, the management of the plant and the direction of the working forces is vested exclusively in the Company, and this shall include, but shall not be limited to, the right to plan, direct and control plant operations, the right to hire, transfer and promote, the right to suspend or discharge for cause, the right to relieve employees from duty because of lack of work or for other legitimate reasons, the right to assign work and to transfer employees from one department or duty to another, the right to introduce new or improved production methods or facilities and the right to establish and maintain rules and regulations covering operations of the plant. It is mutually agreed that when the Company deems it economically advantageous and necessary, it will study and/or introduce new and improved machines, methods, and processes. It is further mutually agreed that the Company may change existing production or work methods or outputs of equipment, of machinery and of employees.

Section 2: 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. Past practice shall never alter or amend the terms of the Agreement unless such past practice is reduced to writing and initialed by the parties with the intent to establish precedent.

Section 3: While it is recognized that the Company must ultimately determine the most efficient methods of operation, the Company agrees not to subcontract or contract out work for the sole purpose of displacing any permanent employee, i.e. causing said employee to be laid off or to cause such permanent employee to be reduced in classification.

ARTICLE 11

Economic Benefits

Section 1:

A.      The rates of pay for the various classifications covered by this Agreement are set out in Appendix A, attached hereto and made a part hereof.

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

C.      Health and Welfare Insurance coverage is provided to all active full time employees on the ninety first (91st) day of employment, subsequent to the successful completion of the probationary period. In the event of a layoff, health coverage will be extended to the end of the month in which the lay-off occurs. Employees returning from lay-off will be covered on the first day in which they return to work. Medical, dental, and vision benefits only continued for employees on short-term shutdowns as defined under new labor agreement.

D.      Accident and Sickness and Life Insurance benefits are summarized in Appendix C.

E.       Effective 12/1/2010, the Company agrees to contribute $72.00 per week to the RWDSU Pension Fund through the life of the contract.

Alternate Schedule 2

The following benefit changes shall take effect under this Schedule upon its implementation, but not prior to February 1, 2016, and allowing for legally required participant notification:

1.      Any additional contributions specifically required by this Schedule shall not be credited toward benefit accruals nor shall be recognized in determining the applicable Monthly Benefit Multiplier.

2.      The Lump Sum Payment Option payable under Plan Article 8 of the Plan, are eliminated.

Contributions

Under this second Alternative Schedule, the following compound percentage increases in contribution rates, each one applied to the prior year’s contribution rate including prior increases, shall be applied upon implementation of the Schedule and on anniversaries of implementation as follows:

Upon Implementation

9.0% applied to the current contribution rate, excluding the 10% surcharge

1st through 5th anniversary

9.0%

6th through 8th anniversary

8.0%

9th through 11th anniversary

6.0%

Anniversaries thereafter

3.5%

F.       Employees may choose to enroll and save in the Autoneum North America, Inc. 401(k) Retirement and Savings Plan through payroll deduction.

Section 2:

In the event of a newly created job classification, or if an existing job classification has experienced a substantial change in methods or job classification content, the Company will promulgate a new rate for such job classification within thirty (30) working days which may be challenged in writing by the Union within ten (10) days thereafter. If a challenge is received from the union as-for-said, it shall constitute a request to bargain said rate. Any change of rate agreed upon as a result of such bargaining shall be retroactive to the date of challenge by the Union.

Section 3:

In the event an employee is temporarily assigned for the convenience of the Company to do work in a higher paid classification, he shall be paid the higher rate for all hours so worked. This provision excludes employees temporarily assigned to the Maintenance Department, who shall continue to earn their regular hourly rate. In the event an employee is temporarily assigned for the convenience of the Company to do work in a lower paid classification he shall suffer no reduction from his regular rate of pay.

ARTICLE 12

Shift Differential

Section 1: A shift differential $.40 per hour shall be granted for the 2nd (afternoons) shift and $.40 per hour for the 3rd (night) shift.

Section 2: When an employee on one shift works overtime into a succeeding shift, then, for the purpose of computing his pay for such overtime hours worked, his straight time hourly rate including any regular shift premium associated to that shift shall be computed at time and one-half.

Section 3: 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.

Section 4: Employees called in early (before their scheduled shift) will be paid that shift’s rate of pay. At shift change (employee’s scheduled shift), that shift’s rate of pay will go into effect.

Section 1:

ARTICLE 13

Vacations/PTO

A.   Vacations with pay allowances will be granted to regular full time employees on the following basis:

1.     Each regular, full time employee having one (1) year of continuous service with the Company shall receive one (1) week of vacation with vacation pay equal to straight time hourly pay for the average number of hours worked by the employee per week during the preceding calendar year.

2.     Each regular, full time employee having two (2) years or more of continuous service with the Company shall receive two (2) weeks of vacation with vacation pay equal to twice the average number of hours worked by the employee per week during the preceding calendar year.

3.     Each regular, full time employee having eight (8) years or more of continuous service with the Company shall receive three (3) weeks of vacation with vacation pay equal to three (3) times the average number of hours worked by the employee per week during the preceding calendar year.

4.     Each regular, full time employee having twelve (12) years or more of continuous service with the company shall receive four (4) weeks of vacation with vacation pay equal to four (4) times the average number of hours worked by the employee per week during the preceding calendar year.

5.     Each regular, full time employee having twenty-five (25) years or more of continuous service with the company shall receive five (5) weeks of vacation with vacation pay equal to five (5) times the average number of hours worked by the employee per week during the preceding calendar year. However, one

(1) week of vacation must be taken during either the summer or Winter Shutdown(s) rather than the employee being laid-off. Employees in the maintenance department are excluded from this requirement.

B.   However, if the said average number of hours worked by an employee shall be less than forty (40) then, for the purpose of computing his vacation pay, the average number of hours per week worked by him during the preceding calendar year shall be deemed to be forty (40), and that if the said average number of hours per week worked by any employee shall be more than forty (40), then, for the purpose of computing his vacation pay, the average number of hours per week worked by him during the preceding calendar year shall be calculated as actual hours work (no cap) for the duration of this contract. For the purpose of determining the employee’s vacation pay in any year:

1.     The term “preceding year” as used in this Section shall mean the last calendar year immediately prior to the employee’s vacation year.

2.     In computing the average number of hours worked per week during the preceding year, the actual number of hours worked shall be used for all weeks, including all weeks in which such employee is voluntarily absent, except that if the actual number of hours worked in any week in which occur: (A) a plant layoff or shutdown; (B) sickness of the employee, where proper notification is given to the Company and acceptable supporting documentation is presented; or (C) approved leave of absence, shall be less than forty (40), then forty (40) hours shall be used as the number of hours worked in such week. (3) For the purposes of this Section, a “new” employee is defined as an employee hired within the preceding calendar year and not completing one full year of continuous service within that calendar year. A “new” employee’s average vacation hours shall be annualized in accordance with the following formula:

Section 2:

Total Hours worked During Calendar Year of Hire x 52 = Annualized Number of Weeks Worked

A.     The vacation season shall begin January 1 and shall end December 31of each year. The employee shall be eligible for a vacation on January 1 of each year. The number of weeks of vacation shall be determined by length of service in years as defined in Article 13, Section 1-A. Vacation must be taken when vacation pay is received. To be eligible an employee must have attained one (1) year seniority.

B.     Commencing April 1, 1994, and on the first or any payday after April 1 every year thereafter, vacation pay will be made available to employees upon request. A minimum of one (1) week vacation must be scheduled at time of request for vacation pay, except as noted in (C) below.

C.       Any employee with one week (1) of vacation, if they so elect, may use their one (1) week of vacation in five (5) one-day increments provided they make application to management a minimum of seventy-two (72) hours in advance. Any employee with two (2) weeks of vacation or more, if they so elect, may use up to two (2) weeks of vacation in ten (10) one day increments provided that they make application to management a minimum of seventy-two (72) hours in advance. Any employee with four (4) weeks of vacation or more, if they so elect, may use up to two (2) weeks of vacation in ten (10) one-day increments provided they make application to management a minimum of seventy-two (72) hours in advance. Approval will be based upon seniority up until March 1st. Employees using a Monday or Friday vacation day have the option of working or not working the weekend.

D.     Vacations may be used for documented and verified emergencies when brought to the company’s attention in a timely manner, prior to the time off.

Section 3:

A.   Employees whose services are terminated with the Company during the life of this Agreement shall receive their vacation pay with their final pay if they have earned the full year’s vacation by the termination date.

B.   Employees who leave the employ of the company after having five (5) years or more of service with the company, shall receive a pro-rated vacation, provided they have not taken their earned vacation at the time of severance. The allowance shall be based on the following schedule:

Years of Service                                       Allowance

5 to 8                                      6 2/3 hours for each month

8 to 12                                    10 hours for each month

12 and over                             13-1/3 hours for each month

Section 4: Senior employee shall have preference in selecting vacation dates and shall have until March 1 to express their preference in writing. With due consideration to seniority, the Company will schedule vacations in such a manner as to insure the orderly operation of the plant.

Section 5: Vacation pay shall be computed on the basis of the employee’s current straight time hourly rate of pay including applicable shift differential immediately prior to taking vacation, or termination, for each week of vacation for which the employee is eligible during the term of this Agreement.

Section 6: If a holiday, for which the employee is eligible for payment falls during the employee’s vacation period, he shall be paid an additional eight (8) hours pay in the next regular pay subsequent to his return to work or he shall be permitted to take an additional day off with pay before or after the start or close of his vacation provided he has worked the last scheduled day prior to his vacation and the first scheduled day following his vacation. If he so elects, the employee must notify the Company of his intent to take the additional day off with pay on the vacation request form submitted for approval. Failure to provide this notification followed by absence on the day referred to will result in forfeiture of holiday pay and a chargeable absence.

Section 7: The employee shall have the weekend prior to his vacation off unless he signs the weekend overtime list and has the seniority to work. In addition an employee who does not sign the weekend overtime list prior to their vacation shall also not be forced overtime on the Friday prior to the weekend before their vacation. No employee shall be forced overtime at the end of their previous shift the day before their single day vacation, except if there is no other qualified person available to fill the overtime position within the same department.

Section 8: Each employee with one week of vacation is required to take the allotted time off. Each employee with two weeks or more of vacation is required to take one week of the allotted time off and has the option of scheduling the additional time off as per contract or receiving pay for same without taking the time off. If an employee elects to receive payment for unused vacation and then performs work during the “vacation” period, such work shall be paid on a straight time basis. If the plant shuts down one week or more, an employee may elect to have that period regarded as “vacation.” Requests for vacation must be submitted to management by Monday of the preceding week.

Section 9: Employees who have approved non-intermittent FMLA will be required to take one week of vacation to run concurrently with the FMLA. Employees with one week or less of earned vacation, who have approved intermittent FMLA, will haveearned vacations hours run concurrently until all vacation is expired. 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 employees’ second FMLA qualifying event and would reset each FMLA year.

Section 10:

Each regular, full time team member will be allowed paid personal days per the schedule below, available January 1st, after two (2) years of service. The employee must give the company a forty-eight (48) hour notice. All paid personal days must be used as a full day (no half-day or by the hour).

Employees with

2 years of service will receive 1 paid day of PTO

5 or more years of service will receive 2 paid days of PTO 10 or more years of service will receive 3 paid days of PTO (PTO- 1 paid day of PTO is equal to 8 straight time hours.)

ARTICLE 14

Leave of Absence

Section 1: For just cause the Company may grant an employee a leave of absence without pay for a period of three (3) days or more, normally not 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.

A.   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.

B.   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.

C.   Marriage (one week);

D.   Jury Duty;

E.    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.

Section 2: Any employee of the Company elected or appointed to office in the Union shall make a written application for and receive a leave of absence which will be renewed

each year on written application as long as he remains an officer of the Union. During such absence, the seniority of such employee shall continue to accumulate.

Section 3: Any employee of the Company elected or appointed to public office of the city, county, state or federal government of the United States of America shall retain seniority as long as he remains in office, the seniority of such employee continuing to accumulate.

Section 4: Whenever any employee of the Company, a member of the Union, is elected by the Union to attend labor conventions or to perform any other work delegated to him by his Local or International Union, he shall be allowed such time off without pay to attend such labor conventions or other matters and the Company shall be notified at least one (1) week prior to such convention or other matters taking place whenever possible. Such absence may not exceed ten (10) days but additional leave shall not be unreasonably denied.

Section 5: Employees returning from leave of absence, medical leave of absence, or Worker’s Compensation leave of absence may be required to be recertified as fit for service by a specialist designated by the Company.

Section 6: The Company must notify employees that are off on vacation or long term leaves if there is a change in scheduling (earlier start or shift change only) by phone.

ARTICLE 15

Miscellaneous

Section 1: Bulletin Board. A separate bulletin board in each break room and in the main entrance hallway shall be furnished by the Company for the exclusive use of the Union. These bulletin boards shall be located in an area mutually agreed to by the Parties.

The Union agrees that there will not be any inappropriate material posted on the bulletin boards. All bids and schedules shall be posted in a central location in each building that the Company has operations. The Company will make schedule changes in posted schedules applicable to each department. The employees shall only be required to check and follow the schedule posted in their building.

Section 2: Union Business Representative. A business representative of the Union shall be granted admission to the premises of the Company during working hours provided he has made prior contact with management to disclose the purpose to be accomplished by his visit and provided such visit does not interfere with production.

Section 3: Supervisors Working. Supervisors 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 supervisors from performing maintenance, shipping and receiving, or production work in the following and similar situations, via; (A) in cases of emergencies; (B) in the instruction of employees; (C) to relieve employee for short periods; (D) to take the place of an employee who is temporarily absent; (E) for temporary or partial assistance; (F) when production difficulties are encountered; (G) 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.

Section 4 Meal Allowance: Employees who work a minimum of two (2) hours in excess of their regular shift and have not volunteered to work overtime shall be entitled to a $4.00 meal allowance only when overtime for their department was not posted forty- eight (48) hours in advance of the start of their shift.

Section 5 C.O.P.E. CHECKOFF: The Company agrees to deduct weekly from the employees paycheck an amount so designated on an appropriate authorization form for the Local 379 C.O.P.E. Fund. The appropriate authorization form is to be presented to the Company during a 15 day period beginning January 1 of each year and ending January 15. The Union agrees to indemnify and hold the Company harmless against any and all claims brought against the Company as a result of any action taken or not taken by the Company pursuant to any written communications from the Union under provisions of this section.

Section 6 Plant Closing: The Company agrees to negotiate the effects of the plant closing in accordance with the National Labor Relations Act and/or applicable federal or state laws.

Section 7 Rework off site: Rework done off site will first be offered to the Quality Technician in the affected department, then by department seniority to the employees in the affected department, then by plant wide seniority excluding maintenance.

Section 8: Union and Management agree to work together to achieve the principle of continuous improvement, to achieve production improvements and enhance the efficiencies and profitability of the plant.

Section 9: Net proceeds from the Vending Machines will be available for employee activities.

ARTICLE 16

Employees Entering Armed Services

In the event any regular, full time employee having attained seniority status covered by the Agreement shall be drafted or shall have enlisted in the Armed Service of the United States of America in accordance with the applicable Federal law, necessitating a leave of absence, it is agreed that his reemployment rights shall be granted in accordance with the applicable Federal law, necessitating a leave of absence, it is agreed that his reemployment rights shall be granted in accordance with Federal law. A physical examination will be required prior to returning to the Company’s service.

Article 17

Jury Duty

Regular full time employees who have attained seniority status who are called for and respond to Jury Duty shall be entitled to receive the equivalent of eight (8) hours’ pay at their applicable straight time rate of pay excluding shift differential, and keep the court’s payment as well. Such payment shall be applicable only to the five- (5) days within the employee’s regular workweek. Such payment shall be applicable for the duration of jury duty per calendar year. Documentation acceptable to the Company citing proof of call, actual days spent on and compensation received for Jury service must be tendered the Company when applying for this benefit.

Article 18

Safety

Section 1:

A.   As a condition of employment, the Company may require employees to furnish various items of personal safety equipment for their own use while on Company premises, i.e. safety shoes, prescription safety glasses (when required) etc. When prescription safety glasses are required, the Company shall reimburse the employee for an eye examination once every year at the Company designated Preferred Provider. Payment shall be made subsequent to submission of a receipt acceptable to the Company.

B.   In addition, the Company will furnish additional safety items which employees will be required to use while on Company premises for which employees will be held responsible. Such items will include, but are not necessarily limited to hard hats, plain lens safety glasses, etc. The Company will provide gloves when, in the opinion of the safety committee, employees are required to wear same in the performance of their duties. The Company will reimburse up to eighty dollars ($80.00) towards the purchase of safety shoes once every calendar year or One Hundred Sixty ($160.00) every two years. The Company will pay for the purchase of prescription safety glasses. The Company will designate the vendor. Uniforms will be furnished to employees working in positions that Management feels uniforms are warranted.

Section 2: The Safety Committee will consist of a minimum of seven (7) members from the Union (the Union Chairperson and six members selected by the Company, from a volunteer list, volunteers will be selected based on department coverage and interest. In addition, a minimum of three (3) members from the Company. Meetings shall be at least once per month. Members in good standing (attend five out of six meetings) will receive a $25 Market Café card or equivalent.

Article 19

Funeral Leave

In instances of the death of a member of the immediate family of a regular, full time employee who has acquired seniority, the Company will, when requested, grant a paid leave of up to three (3) days to enable such employee to attend the funeral and otherwise assist in arrangements pertaining to the burial of such member of the family. Employees on vacation when a death covered under this article occurs shall be awarded up to three

(3)   additional days with pay at the conclusion of their scheduled vacation. Each day’s pay shall consist of the employee’s regular rate for eight (8) hours and shall be applicable

only to days within the regular workweek. The term “immediate family” as used herein is defined as consisting of the following members only: mother, father, husband, wife, children, stepchildren, brother, sister, mother of current spouse, father of current spouse, grandparents, grandparents of current spouse, stepparents, stepparents of current spouse, brothers-in-law, sisters-in-law, and grandchildren. Proof of death must be furnished to the Company in a form acceptable to it when submitting a claim for benefit under this provision. Employees may request (and the Company will grant any reasonable request), additional unpaid funeral leave to include additional bereavement time, needed travel time, or to attend the funeral of persons not directly covered under the language above.

Article 20

No Strikes and No Lockout

During the term of this Agreement, and any extension or renewal thereof, the Union and each employee agree not to authorize, instigate, condone, or engage in any strike, slowdown, work stoppage, or other interruption or interference with work of any nature for any reason or any purpose; and the Company agrees that there will be no lockout. The Union and each employee agree that the Company shall have the right to take disciplinary action as determined appropriate by it, including discharge, with respect to any employee(s) participating in a violation of this Section of the Article. This shall not be construed as a waiver of any other rights or remedies, which the Company may have, or as a limitation upon other grounds of discipline or discharge subject to the grievance procedure.

Article 21

Maintenance

Section 1: Requirements to enter into the Maintenance Department

·   Candidates who bid will be required to be in good standing with overallattendance (5 points or less) and overall work performance (2 or less minor discipline write- ups).

·       A mechanical aptitude test will be given to all persons bidding or being hired. If the employee bidding into the department passes the test by (75%) seniority will then be the deciding factor.

·       A Tech 2 standardized test will be given to all employees entering thedepartment, if requested, to determine the Tech Level and training requirements.

·   Newly bid employees will be required to attend further education agreed on between the Union and the Company.

·   A standardized test will be given when the employee completes the two (2) year program. If the Apprentice can test to the next level before two (2) year program is completed they will be allowed to take the standardized test early, however a minimum of one (1) year active participation in the program is required.

·   Employees are required to provide a fifteen (15) day notice to schedule a standardized test.

·   Employees, who do not meet the 75% requirement, will be allowed to re-test after four (4) months.

·   Training will be a combination of peer mentoring and educational programs. Curriculum for each Tech level will be posted, along with skill assessment requirements. All training information will be readily available to all Maintenance employees.

·   If an employee completes 50% or the requirements for a Tech level, theywill receive 50% of that level’s pay increase.

·   Once the entire curriculum of the level is completed, and the standardized test for that level is passed, they will then receive 100% of the pay level.

·   Employees at any stage of the program will be able to take the test for the nexttech level and receive 100% of the next pay level once passed any time requested. (With a fifteen (15) day notice). Test will only be allowed once every four (4) months.

·   All testing and bidding will be administered by the HR Department.

·   Annual reviews of employees who enter the maintenance program to validate continued education and progression within the program.

·   Four (4) apprentices must be in the program before a maintenance employee can be hired from the outside.

·   Required training scheduled by the Company for employees outside of the plant will be compensated for at the straight-time pay rate.

·   Refer to Letter of Agreement for testing and study guides.

Section 2: General Classification Provisions

Maintenance apprentice employees of any level are not to be used to perform production tasks. Their duties shall be limited to the maintenance department for the purpose of training through hands on development and such school or class work or testing as may be needed to become a qualified maintenance tech 2 and 3.

The following list of classifications, duties, and skills is not meant to be all inclusive of the skills and abilities needed but is a general outline of the type of abilities needed to advance through the apprentice and Tech levels of employment. The Union and The Company will update this list over time in an effort to maintain a realistic list needed to advance through the tech levels and to keep pace with industry standards and facility needs. The apprentice and Tech level rates of pay are listed correspondingly.

REQUIREMENTS FOR TECH 1

Electrical Safety:

2

ELE012-Electrical Safety: Electrical Safety for the Qualified Worker

ELE012-DVD-ENG- 0000

ARC FLASH / ARC BLAST SAFETY

To be scheduled

SMED Event Training

1

Internal conducted workshop

To be scheduled

Machinery Lubrication:

3

MLU1-Machinery Lubrication: Lube Oil: Types Properties and Handling

MLU001-DVD-ENG- 0000

MLU2-Machinery Lubrication: Lube Oil: Equipment and Procedures

MLU002-DVD-ENG- 0000

MLU3-Machinery Lubrication: Lube Grease: Types Application and Equipment

MLU003-DVD-ENG- 0000

Rigging:

1

RIG1-Rigging: Equipment Basics

RIG001-DVD-ENG- 0000

Pipefitting:

3

PFT1-Pipefitting: Introduction to Pipefitting

PFT001-DVD-ENG- 0000

PFT2-Pipefitting: Piping Systems and Standards

PFT002-DVD-ENG- 0000

PFT3-Pipefitting: Pipe Fittings & Joints

PFT003-DVD-ENG- 0000

Welding:

3

Mig, cutting, torching

To be scheduled

Tig, brazing

To be scheduled

REQUIREMENTS FOR TECH 2

High Pressure Water Applications

2

Intensifier Pump Operation and Theory

To be scheduled

Rebuilding Pumps, Block & Bleed Valves, On/off Valves, replacing HP Pipe and coils

To be scheduled

Steam Traps and Boiler Systems:

3

MSM1-Steam Traps: Types, Principles, and Functions

MSM001-DVD-ENG- 0000

MSM2-Steam Traps: Sizing, Installation, and Monitoring

MSM002-DVD-ENG- 0000

MSM3-Steam Traps: Diagnostics and Troubleshooting

MSM003-DVD-ENG- 0000

Industrial Bearings:

3

BRG1-Industrial Bearings: Application and Technology

BRG001-DVD-ENG- 0000

BRG2-Industrial Bearings: Maintenance & Installation

BRG002-DVD-ENG- 0000

BRG3-Industrial Bearings: Troubleshooting

BRG003-DVD-ENG-

0000

Industrial Seals:

3

MPS1-Industrial Seals: Types Materials and Properties

MPS001-DVD-ENG- 0000

MPS2-Industrial Seals: Gaskets and Packing: Inspection and In

MPS002-DVD-ENG- 0000

MPS3-Industrial Seals: Mechanical Face Seals: Troubleshooting

MPS003-DVD-ENG- 0000

Industrial Drives:

6

MDR1-Industrial Drives: Belt Drives

MDR001-DVD-ENG- 0000

MDR2-Industrial Drives: Chain Drives

MDR002-DVD-ENG- 0000

CDP1-Industrial Drives: Complete Drive Packages

CDP001-DVD-ENG- 0000

EDS1-Industrial Drives: Enclosed Drive Systems

EDS001-DVD-ENG- 0000

GGS1-Industrial Drives: Gears and Gear Systems

GGS000-DVD-ENG- 0000

SJC1-Industrial Drives: Shaft Joint and Coupling Devices

SJC000-DVD-ENG- 0000

Industrial Hydraulics:

12

IDH1-Industrial Hydraulics: Basic Principles and Application

IDH001-DVD-ENG- 0000

IDH2-Industrial Hydraulics: Types and Concepts

IDH002-DVD-ENG- 0000

IDH3-Industrial Hydraulics: Function and Operating Principles

IDH003-DVD-ENG- 0000

HDL1-Hydraulics: Harnessing Hydraulic Power

HDL001-DVD-ENG- 0000

HDL2-Hydraulics: The Hydraulic Circuit

HDL002-DVD-ENG-

0000

HDL3-Hydraulics: The Hydraulic Pumps & Actuators

HDL003-DVD-ENG- 0000

HDL4-Hydraulics: Control Valves

HDL004-DVD-ENG- 0000

HDL5-Hydraulics: Hydraulic Fluid

HDL005-DVD-ENG- 0000

HDL6-Hydraulics: System Safety & Maintenance

HDL006-DVD-ENG- 0000

HDL7-Hydraulics: The Hydraulic Systems Troubleshooting

HDL007-DVD-ENG- 0000

HPS1-Hydraulic Power Systems: Identification and Operation

HPS001-DVD-ENG- 0000

HPS2-Hydraulic Power Systems: Troubleshooting Techniques

HPS002-DVD-ENG- 0000

REQUIREMENTS FOR TECH 3

Electronic Devices:

3

Scanners, light curtains, safety relays

To be scheduled

Photoeyes, proximity & inductive sensors

To be scheduled

Thermocouples, tube and ir heaters, solid state relays

To be scheduled

Industrial Electricity:

7

ELS1-Industrial Electricity: Basic Principles

ELS001-DVD-ENG- 0000

ELS2-Industrial Electricity: Alternating Current

ELS002-DVD-ENG- 0000

ELS3-Industrial Electricity: Conductors

ELS003-DVD-ENG- 0000

ELS4-Industrial Electricity: Wiring

ELS004-DVD-ENG- 0000

ELS5-Industrial Electricity: Installation, Distribution, Lighting

ELS005-DVD-ENG- 0000

ELS6-Industrial Electricity: Generators and Motors

ELS006-DVD-ENG- 0000

ELS7-Industrial Electricity: AC Motor Control and Current Measurement

ELS007-DVD-ENG- 0000

Motor Controls:

8

MTR1-Motor Controls: Basic Motor Controls & Relays

MTR001-DVD-ENG- 0000

MTR2-Motor Controls: Overload Protection Devices

MTR002-DVD-ENG- 0000

MTR3-Motor Controls: Time Delay Relays

MTR003-DVD-ENG- 0000

MTR4-Motor Controls: Schematic Symbols

MTR004-DVD-ENG- 0000

MTR5-Motor Controls: Schematics and Wiring Diagrams

MTR005-DVD-ENG- 0000

MTR6-Motor Controls: Starting Methods for Squirrel

MTR006-DVD-ENG- 0000

MTR7-Motor Controls: Wye-Delta, Synchronous, and Wound Rotor Controls

MTR007-DVD-ENG- 0000

MTR8-Motor Controls: Installing & Troubleshooting

MTR008-DVD-ENG- 0000

Motor Drives:

7

MTD1-Motor Drives: Motor Drive Identification

MTD001-DVD-ENG- 0000

MTD2-Motor Drives: Open and Closed Loop Systems

MTD002-DVD-ENG- 0000

MTD3-Motor Drives: Variable Speed AC Drives

MTD003-DVD-ENG- 0000

MTD4-Motor Drives: Servo and Stepper Motors

MTD004-DVD-ENG- 0000

MTD5-Motor Drives: AC Motor Operation

MTD005-DVD-ENG- 0000

MTD6-Motor Drives: AC Drive Selection and Setup

MTD006-DVD-ENG- 0000

Allen Bradley Power Flex VFD

To be scheduled

Programmable Logic Controllers:

6

PLC1-Programmable Logic Controllers: Fundamentals

PLC001-DVD-ENG- 0000

PLC2-Programmable Logic Controllers: Programming

PLC002-DVD-ENG- 0000

PLC3-Programmable Logic Controllers: Inputs and Outputs

PLC003-DVD-ENG- 0000

PLC4-Programmable Logic Controllers: Troubleshooting

PLC004-DVD-ENG- 0000

PLC5-Programmable Logic Controllers: Communications and Advanced Programming

PLC005-DVD-ENG- 0000

ALLEN Bradley PLC slc /500 series training

To be scheduled

Robotics:

3

FANUC Mechanical /Electrical Training Course

To be scheduled

FANUC Teach Pendant and programming Course

To be scheduled

FANUC Robot Motor Replacement and Re-mastering

To be scheduled

Section 3 – Skill Assessment

1.       Assessments will be a combination of written tests and hands on observations.

2.     Assessments will be done by the company with copies provided to both employee and union.

3.     Assessments will not be done on current employees in the areas where both the company and the employee agree there is sufficient level of skill to meet the requirements for the target job.

4.     A third party may be contracted to evaluate employees if deemed appropriate.

5.     Before an employee can be considered for advancement to the next level they must meet or exceed all the skill criteria of the current Technician level they are in. If deficiencies exist, an improvement plan must be completed.

6. The performance improvement plan/training may include one or all of the following methods to upscale the employees’ skill level.

a.     Peer mentoring

b.     Interactive training (CD ROM)

c.    Training with a subject matter expert outside of a formalized classroom (i.e. – on-site training, outsourced)

7.     The level competencies and assessment methods and or frequency are meant to change and evolve with the needs of the Business.

Section 4 Maintenance Apprentice Program

·        Bidding:

1.       Apprentice testing.

2.       The employee applying must have a passing grade in the mechanical state required test (Ramsey or Benet Test for mechanical aptitude).

3.       The employee must have two (2) or less active write-ups in his work record.

4.       The employee must have five (5) or less active points for attendance.

5.       Seniority being the deciding factor if all the above criteria is accomplished.

·        Seniority:

1.       The new apprentice will hold plant-wide seniority only among apprentices

2.   Once the Apprentice Program is completed the employee will hold plant-wide seniority for the purposes of bidding, bumping and vacations

3.       The apprentice will hold her/his seniority for the purposes of vacation selection.

·        Wages:

·        Classes:

20% over Team Lead Pay 18.73 40% over Team Lead Pay 20.93 60% over Team Lead Pay 23.12 80% over Team Lead Pay 27.53

5. 

1.   Up to 2000 hours

2.  2001 to 4000 hours

3.  4001 to 6000 hours

4.  6001 to 7999 hours

Journey person wage Full Rate of Pay

1.       The Company will pay for all classes. (The employee must maintain a C or better grade point average).

2.   The Company will give the employee information as soon as classes are available. It will be the employee’s responsibility to enroll in the earliest class available.

3.   If the employee is working over 8 hr. per day the Company will allow the employee time off for the class. (Minimum 8 hours between class and next shift or the next shift and class).

4.   Once the employee is enrolled the Company will not interfere with the employees required school hours.

5.       If the apprentice is not allowed to complete the program, due to no fault of their own, the wage progression will continue as outlined above (as long as they are in maintenance).

·        The Company will have an Apprentice Committee:

1.       The committee will consists of the Union Chair Person and 2 other Union members appointed by the Chair Person and 2 Management people.

2.   This committee will review the quarterly status and progress of the members that are in the apprentice program.

3.       This committee will review the member’s grades and progress in the program and make recommendations.

4.       This committee will not have the ability to discipline or terminate any employee.

·        Existing Maintenance Employees:

1.       A maximum of three (3) existing maintenance employees will be allowed continued education through the program at one time, in first year of the contract (maximum 4 second year ofcontract, maximum of 5 third year of contract, maximum of 6 going forward). If additional Maintenance employees are interested in taking classes, they may utilize the existing tuition reimbursement program.

2.       Existing maintenance employees will be selected by seniority to enter the program.

·        Existing Maintenance Employees not in the new program

1.       Current employees will be allowed to complete the existing interactive program, up to Tech Level II and/or test into the new apprenticeship program.

2.   All current maintenance employees will remain at rate they are at and will increase according to the hourly schedule listed above.

3.     Existing employees that have completed their portion of the interactive testing will advance to that Tech level, if hands on training has not completed within 3 months.

2016 Contract Prior 2 employees will be classified as a Prior 4. 2016 Prior 4 employees will remain as a Prior 4.

2016 Prior Tech 2 and 3 levels will be eliminated

All Maintenance employees will receive Tier 2 wage increases per contract. Separate classification for Tool Changer, still reports to Maintenance.

Tier 1 Production employees who enter maintenance as a Tech1/Tool Changer will keep their current rate, with tier 1 increases, until testing into Tech 2 level.

All new apprentice will start at the Tech1/Tool Changer rate:

·   PM/Tool Changer requirements

·       Safety Training, lockout tag out etc.

·       Rigging

·       Forklift/scissor lift/JLG certification etc.

·       Machine knowledge

·       Basic Mechanical & electrical PMs

·       Light PM work, greasing, oiling, painting, cleaning

·   Tool Cleaning and PMs

·   Light Tool Repair

·       Other basic duties as assigned

*Tool changer positions will be hired from the plant, when possible.

Section 5 – Tools and Tool Allowance

1.     Maintenance personnel or any employee upgraded in or into a maintenance classification shall be required to furnish their own basic set of tools deemed necessary by the Company as requisite to the 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 $350.00 PER CALENDAR YEAR OF THIS CONTRACT.

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.

Section 6 Maintenance Seniority:

1.     The Company agrees to continue to invoke the rule of seniority for employees in a reasonable and equal way, giving preference to the senior employees in a reasonable and equal way, when he possesses the necessary qualifications to do the work.

2.     Any determination made by the company as to employees’ qualifications may be challenged through the grievance procedure.

Section 7 – Other

1. Maintenance workers will be used as “guard/fire watch’ when the plant is not running production. This includes weekends and holidays.

2. Operators will perform minor maintenance in line with principles of Total Productive Maintenance.

ARTICLE 22

SUCCESSORS

The Company agrees to notify the Union as soon as possible of any plan to sell the facility. The Company will notify any potential buyer of the existence of this Collective bargaining agreement and will suggest to the potential buyer that they meet with the Union. The Company will meet with the Union to discuss what, if any impact such sale would have on the employees.

ARTICLE 23

Entire Agreement

Section 1: The Parties acknowledge that during the negotiations which resulted in this Agreement each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understanding and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Further, it is understood by both parties that this agreement alone contains the complete understanding between the parties for the term of this contract. Any additions, deletions, changes, amendments or waivers affecting the term of this Agreement shall only be discussed by mutual agreement of both parties in writing. Any agreements, amendments or changes arrived at as a result of such discussions shall be effective upon being reduced to writing and signed by both parties.

The medical plan and/or medical compensation will not be changed during the life of this agreement unless either party requests that this section of agreement be opened for discussion.

Section 2: 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 12/31/2021, 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 12/31/2021, or prior to any anniversary date thereafter, of its intention to alter, amend or terminate this Agreement.

Notice of termination of this Agreement by the Union shall be signed by an executive official of the Union and the official seal imprinted on such notice and shall be sent by registered mail to the Company at 29293 Haggerty Road, Novi, MI 48377.

Notice of termination of this Agreement by the Company shall be signed by an executive official of the Company and shall be sent by registered mail to the Union at Local #379 RWDSU/UFCW 5900 Roche Drive Suite 550, Columbus, Ohio 43229.

Section 3: All agreements that alter the meaning, intent or understanding of this contract, including addendums, will be subject to the approval of the International Union and Company Management.

APPENDIX A

AUTONEUM NORTH AMERICA, INC.

Appendix A

Classifications and Rates of Pay

Employee Hourly Rate

2017-2021

Tier 1 - Hourly Wages (Employees hired before 2/1/2006)

Classification

1/1/2016

1/1/2017

1/1/2018

1/1/2019

1/1/2020

1/1/2021

Conversion

Increases

0% + $750 lump sum

0% + $850 lump sum

1% + $750 lump sum

0% + 850 lump sum

0% + 750 lump sum

Absentee Fill-In/Relief

$18.50

$18.50

$18.50

$18.69

$18.69

$18.69

TPO

$18.14

$18.19

$18.19

$18.37

$18.37

$18.37

IML Fabricator 24-26

$18.14

$18.14

$18.14

$18.32

$18.32

$18.32

IML Fabricator 24-26, qualified on 27-29

$18.14

$18.44

$18.44

$18.62

$18.62

$18.62

Carpet Fabricator 27-29

$18.14

$18.14

$18.14

$18.32

$18.32

$18.32

Carpet Fabricator 27-29, qualified on 24-26

$18.14

$18.44

$18.44

$18.62

$18.62

$18.62

DOA

Utility/Ansentee Fill-In

$18.71

$18.74

$18.74

$18.93

$18.93

$18.93

Shear Press/Pad Splitter

$18.60

$18.60

$18.60

$18.79

$18.79

$18.79

Operator

$18.18

$18.18

$18.18

$18.36

$18.36

$18.36

Operator/learns Picker

$18.60

$18.60

$18.60

$18.79

$18.79

$18.79

Picker/Reclaim

$18.48

$18.48

$18.48

$18.66

$18.66

$18.66

Take-Off

$17.97

$17.97

$17.97

$18.15

$18.15

$18.15

Molding

Absentee Fill-In/Relief

$18.50

$18.50

$18.50

$18.69

$18.69

$18.69

Floor Insulator Fabricator

$18.14

$18.14

$18.14

$18.32

$18.32

$18.32

Back Panel Fabricator

$18.14

$18.14

$18.14

$18.32

$18.32

$18.32

Dash Insulator Fabricator

$18.14

$18.14

$18.14

$18.32

$18.32

$18.32

Package Tray Rabricator

$18.14

$18.14

$18.14

$18.32

$18.32

$18.32

Sequencing

Absentee Fill-In/Relief

$18.50

$18.50

$18.50

$18.69

$18.69

$18.69

Fabricator

$18.14

$18.14

$18.14

$18.32

$18.32

$18.32

Sequencer

$17.49

$17.49

$17.49

$17.66

$17.66

$17.66

Shipping

Lift Truck Driver/Inside Driver

$18.44

$19.04

$19.04

$19.23

$19.23

$19.23

Drivers

Driver Level 1 (+.60 fabricator rate)

$18.14

$18.74

$18.74

$18.92

$18.92

$18.92

Quality

Quality Tech

$18.14

$18.14

$18.14

$18.32

$18.32

$18.32

Team Leader/Trainer

Team Leader/Trainer

$19.04

$19.34

$19.34

$19.53

$19.53

$19.53

Appendix A

Classifications and Rates of Pay

Employee Hourly Rate

2017-2021

Tier 2 - Hourly Wages (Employees hired after 2/1/2006)

Classification

1/1/2016

1/1/2017

1/1/2018

1/1/2019

1/1/2020

1/1/2021

Conversion

Increases

3.5%

3.5%

3.5%

3.5%

Tier One

Absentee Fill-In/Relief

$15.80

$16.35

$16.93

$17.52

$18.13

$18.69

TPO (+.05)

$15.41

$16.00

$16.56

$17.14

$17.73

$18.37

IML Fabricator 24-26

$15.41

$15.95

$16.51

$17.09

$17.68

$18.32

IML Fabricator 24-26, qualified on 27-29 (+ .30)

$15.41

$16.25

$16.81

$17.39

$17.98

$18.62

Carpet Fabricator 27-29

$15.41

$15.95

$16.51

$17.09

$17.68

$18.32

Carpet Fabricator 27-29, qualified on 24-26 (+ .30)

$15.41

$16.25

$16.81

$17.39

$17.98

$18.62

DOA

Utility/Ansentee Fill-In

$15.88

$16.55

$17.11

$17.69

$18.28

$18.92

Shear Press/Pad Splitter

$15.65

$16.20

$16.76

$17.35

$17.96

$18.79

Operator

$15.46

$16.00

$16.56

$17.14

$17.74

$18.36

Operator/learns Picker

$15.78

$16.33

$16.90

$17.50

$18.11

$18.79

Picker/Reclaim

$15.68

$16.23

$16.80

$17.38

$17.99

$18.66

Take-Off

$15.41

$15.95

$16.51

$17.09

$17.68

$18.15

Molding

Absentee Fill-In/Relief

$15.80

$16.35

$16.93

$17.52

$18.13

$18.67

Floor Insulator Fabricator

$15.41

$15.95

$16.51

$17.09

$17.68

$18.21

Back Panel Fabricator

$15.41

$15.95

$16.51

$17.09

$17.68

$18.21

Dash Insulator Fabricator

$15.41

$15.95

$16.51

$17.09

$17.68

$18.21

Package Tray Rabricator

$15.41

$15.95

$16.51

$17.09

$17.68

$18.21

Sequencing

Absentee Fill-In/Relief

$15.80

$16.35

$16.93

$17.52

$18.13

$18.67

Fabricator

$15.41

$15.95

$16.51

$17.09

$17.68

$18.21

Sequencer

$15.41

$15.95

$16.51

$17.09

$17.68

$18.21

Shipping

Lift Truck Driver/Inside Driver

$15.65

$16.80

$17.39

$18.00

$18.63

$19.23

Drivers

Driver Level 1 (+.60 Fabricator Rate)

$15.41

$16.55

$17.11

$17.69

$18.28

$18.92

Quality

Quality Tech

$15.41

$15.95

$16.51

$17.09

$17.68

$18.32

Team Leader/Trainer

Team Leader/Trainer

$16.37

$17.25

$17.85

$18.48

$19.13

$19.53

New Hire 5 Year Pay Progression

Year 1 of

Employment

Year 2 of

Employment

Year 3 of

Employment

Year 4 of

Employment

Year 5 of

Employment

New Hires

$13.80

Tier 2 -$2.00

Tier 2 -$1.50

Tier 2 -$1.00

Tier 2 -$.50

Classification Rate

Appendix A

Classifications and Rates of Pay

Employee Hourly Rate

2017-2021

Hourly Wages

Classification

1/1/2016

1/1/2017

1/1/2018

1/1/2019

1/1/2020

1/1/2021

Maintenance

Increases

3.5%

3.5%

3.5%

3.5%

3.6%

Tool Changer

$16.08

$16.64

$17.23

$17.83

$18.45

$19.12

Tech 1/Tool Changer (enters Apprenticeship)

$16.08

$16.64

$17.23

$17.83

$18.45

$19.12

Tech 2

$22.34

$23.12

$23.93

$24.77

$25.64

$26.56

Tech 3

$26.60

$27.53

$28.49

$29.49

$30.52

$31.62

Prior Tech 4

$24.53

$25.39

$26.28

$27.20

$28.15

$29.16

Employees who enter Tech 1/Tool Changer from Tier 1

will keep their current rate of pay with Tier 1 increases until moving into Tech 2 level

All pay increases resulting from progressions and annual contract increases will be effective at the start of a pay period.

APPENDIX B

COST OF LIVING ADJUSTMENT

There will be no COLA for the duration of this contract.

COLA Adjustments to the nearest full cent based on percentage increased Consumer Price Index published by the U.S. Department of Labor – Bureau of Labor Statistics –

U.S. City Average – 1967=100.

Under 7%

7.0% to 7.9%                  - $.0 per hour maximum

8.0% to 8.9%                  - $.0 per hour maximum

9.0 %                               - $.0 per hour maximum

AND OVER

In the event the Bureau of Labor Statistics shall not issue the appropriate Index on or before the beginning of the pay periods to herein, any adjustment in the allowance required by such Index shall be effective at the beginning of the first pay period after receipt of such Index.

No adjustments, retroactive or otherwise, shall be made in the amount of the cost-of- living allowance due to any revision which later may be made in the published figures for the Index for any month on the basis of which the allowance has been determined.

Any cost-of-living allowance made hereunder shall be applied to the wage rates herein provided, but shall not become a fixed part of the base rates for any classification.

A decline in the Index shall only affect the cost-of-living allowance, but shall not result in a reduction of classification base rates. Continuance of cost-of-living shall be contingent upon the continued availability of official monthly Bureau of Labor Statistics Price Index in its present form unless otherwise agreed upon the parties.

APPENDIX C

SUMMARY OF BENEFITS

Employee Benefit Contributions

After ratification of this contract all employees are required to pay benefit contributions (Medical and Dental) on a monthly basis for the duration of the contract. See contribution schedule below.

Tier 1 employees will pay half (1/2) the employee co-pay listed in the second year of the contract and the full employee co-pay the 4th year of the contract. Tier 2 employees will pay the full co-pay the first year of the contract. Reasonable increase in employee contributions each year of the contract equal to COLA or 3% whichever is less.

2017 CONTRIBUTIONS (WEEKLY) PRE 2006 HIRE DATE

BCBSM Essential PPO PLAN

Standard Contribution

Wellness Discount

or Non-Tobacco User Discount 15%

Wellness Discount

and Non-Tobacco User Discount 30%

Dental

Vision

Employee Only

$3.69

N/A

N/A

$0.58

$0.12

Employee + Spouse

$6.92

N/A

N/A

$0.69

$0.23

Employee + Children

$6.46

N/A

N/A

$0.69

$0.23

Family

$7.85

N/A

N/A

$0.92

$0.23

Family + Spouse

w/spousal surcharge

N/A

N/A

N/A

N/A

N/A

Family w/ spousal surcharge

N/A

N/A

N/A

N/A

N/A

BCBSM Core PPO PLAN

Standard Contribution

Wellness Discount

or Non-Tobacco User Discount 15%

Wellness Discount

and Non-Tobacco User Discount 30%

Dental

Vision

Employee Only

$3.69

N/A

N/A

$0.58

$0.12

Employee + Spouse

$6.92

N/A

N/A

$0.69

$0.23

Employee + Children

$6.46

N/A

N/A

$0.69

$0.23

Family

$7.85

N/A

N/A

$0.92

$0.23

Family + Spouse

w/spousal surcharge

N/A

N/A

N/A

N/A

N/A

Family w/ spousal

surcharge

N/A

N/A

N/A

N/A

N/A

BCBSM Premium PPO PLAN

Standard Contribution

Wellness Discount

or Non-Tobacco User Discount 15%

Wellness Discount

and Non-Tobacco User Discount 30%

Dental

Vision

Employee Only

$3.69

N/A

N/A

$0.58

$0.12

Employee + Spouse

$6.92

N/A

N/A

$0.69

$0.23

Employee + Children

$6.46

N/A

N/A

$0.69

$0.23

Family

$7.85

N/A

N/A

$0.92

$0.23

Family + Spouse w/spousal surcharge

N/A

N/A

N/A

N/A

N/A

Family w/ spousal

surcharge

N/A

N/A

N/A

N/A

N/A

2017 CONTRIBUTIONS (WEEKLY) POST 2006 HIRE DATE

BCBSM Essential PPO PLAN

Standard Contribution

Wellness Discount

or Non-Tobacco User Discount 15%

Wellness Discount

and Non-Tobacco User Discount 30%

Dental

Vision

Employee Only

$11.53

$9.80

$8.07

$2.73

$0.37

Employee + Spouse

$28.49

$24.22

$19.94

$5.45

$0.75

Employee + Children

$23.75

$20.19

$16.62

$4.54

$0.62

Family

$33.23

$28.24

$23.26

$6.35

$0.87

Family + Spouse

w/spousal surcharge

$35.61

$30.27

$24.93

N/A

N/A

Family w/ spousal surcharge

$41.54

$35.31

$29.07

N/A

N/A

BCBSM Core PPO PLAN

Standard Contribution

Wellness Discount

or Non-Tobacco User Discount 15%

Wellness Discount

and Non-Tobacco User Discount 30%

Dental

Vision

Employee Only

$14.84

$12.62

$10.39

$2.73

$0.37

Employee + Spouse

$36.68

$31.18

$25.68

$5.45

$0.75

Employee + Children

$30.57

$25.99

$21.40

$4.54

$0.62

Family

$42.78

$36.36

$29.95

$6.35

$0.87

Family + Spouse

w/spousal surcharge

$45.85

$38.98

$32.10

N/A

N/A

Family w/ spousal

surcharge

$53.48

$45.46

$37.43

N/A

N/A

BCBSM Premium PPO PLAN

Standard Contribution

Wellness Discount

or Non-Tobacco User Discount 15%

Wellness Discount

and Non-Tobacco User Discount 30%

Dental

Vision

Employee Only

25.28

21.49

17.70

$2.73

$0.37

Employee + Spouse

62.43

53.07

43.71

$5.45

$0.75

Employee + Children

52.03

44.22

36.42

$4.54

$0.62

Family

72.84

61.92

50.99

$6.35

$0.87

Family + Spouse w/spousal surcharge

78.04

66.34

54.63

N/A

N/A

Family w/ spousal

surcharge

91.05

77.40

63.74

N/A

N/A

Flex Spending Account:

Normal enrollment date 1/1 of each year.

$1,500 maximum for health and $1,500 for dependent care.

New employees are eligible to participate the first of the year following one year of employment.

Short Term Disability

First day accident/eight day illness to a maximum of 13 (thirteen) weeks. Employees will recieve (sixty-five) 65% of his/her regular weekly rate. Based on a maximum of forty (40) hours.

Long term Disability

After 13 weeks of Short term disability

60% of his/her regular weekly rate. Based on a maximum of 40 hours Up to age 65 or end of long term disability, whichever occurs first.

Insurance Company: Unum, currently subject to change

Must meet insurance company’s definition of long term disability.

Life Insurance

The employer will supply $25,000 Term Life Insurance for each employee and $25,000 Accidental Death & Dismemberment Insurance.

Note: Employees who are not union members at and after the contract agreement effective date shall be classified as new employees subject to the above rate. All new hires will stay on the same progression including all wage increases and premiums the Tier 2 employees receive.

Medical Benefit Summaries

Item/Service                                   BCBSM Essential PPO Plan                BCBSM Core PPO Plan                           BCBSM Premium PPOPlan

Deductible

Single

$1,500

$1,000

$500

Family

$3,000

$2,000

$1,000

Coinsurance

80% coverage after deductible on

most services

80% coverage after deductible on

most services

80% coverage after deductible on

most services

Coinsurance Maximum

Single

$4,500

$3,500

$1,500

Family

$9,000

$7,000

$3,000

Total Out of Pocket Max.

$6,600

$6,600

$6,600

$13,200

$13,200

$13,200

*Health Care Reform requires plans to ahve a total out of pocket maximum that caps your

payments for deductible, coinsurance and flat dollar copays(including prescription drug

copays) in any calendar year. Once you have met your dedcutible and coinsurance

maximum (if applicable), the plan will begin to pay claims at 100%, with the exception of any

flat dollar copays (which will continue to accumulate toward the total out of pocket

maximum). This amount may be indexed annually.

Preventive Care Services

Health maintenance Exam

100% (no deductible or copay)

100% (no deductible or copay)

100% (no deductible or copay)

one per member per calendar year

one per member per calendar year

one per member per calendar year

Physician office visits

$45 Copay - Primary Care

$35 Copay - Primary Care

$25 Copay - Primary Care

$60 Copay - Specialist

$50 Copay- Specialist

$40 Copay - Specialist

Urgent Care Visits

$45 Copay

$50 Copay

$50 Copay

Hospital Emergency Room

80% after deductible

80% after deductible

80% after deductible

Hospital Care

Semiprivate room, in-patient

80% after deductible

80% after deductible

80% after deductible

physician and nursing care,

hospital services and supplies

Prescription Drug Plans

BCBSM Essential PPO Plan

BCBSM Core PPO Plan

BCBSM Premium PPO Plan

Retail                    Mail Order

Retail                    Mail Order

Retail                    Mail Order

(up to 30 day)     (up to 90 day)

(up to 30 day)     (up to 90 day)

(up to 30 day)     (up to 90 day)

Generic

$25                           $50

$20                           $40

$15                           $30

Formulary Brand

$65                           $130

$55                           $110

$45                           $90

Non-formulary Brand

$85                           $170

$75                           $150

$65                           $130

Preferred Speciality Drugs

25% up to $100 maximum

25% up to $100 maximum

25% up to $100 maximum

Non-preferred speciality Drugs

25% up to $200 maximum

25% up to $200 maximum

25% up to $200 maximum

Dental

Item/Service

Dental Benefit Summary -Benefit

Calendar Year Deductible

$50 per person

Annual Benefit Maximum

$2,000 per person

Lifetime Orthodontic Maximum

$2,000 per person

Class 1 Preventive Services

100%

Class 2 Basic Services

80%

Class 3 Major Services

50%

Class 4 Orthodontic Services

50%

Vision

Item/Service

Vision Benefit Summary -Benefit

VSP Provider          Out of Network

Eye Exams - every calendar year

100%             Up to $35 benefit

Lenses - every calendar year

100%

Single lenses, Bifocal, Trifocal, Lenticular

(Up to $200 maximum combined frames and/or contact lenses

Frames - every calendar year

100%

Frames

(Up to $200 maximum combined frames and/or contact lenses

Contact Lenses - every calendar year

Elective

100%

(Up to $200 maximum combined frames

and/or contact lenses

Medically Necessary

100%

(Up to $200 maximum combined frames

and/or contact lenses

All mental and nervous conditions treated as any other illness. Dependent children now covered until age 26.

This section is intended to be a brief summary of the provisions of health coverage provided by the Company for its employees covered under the terms of the contract with Local #379. IT IS NOT INTENDED TO BE ALL-INCLUSIVE. Please reference the Summary Plan Description for entire plan coverage details.

APPENDIX D

Alternate Schedule

The Company and Union agree to review alternate schedules to establish a continuous workweek operation during the term of this contract.

APPENDIX E

Letter of Understanding

Plant Call off recording number & procedure

In case it is necessary for an employee to be absent from work for any cause, the employee (or someone in his behalf) shall telephone or otherwise notify the office of the anticipated absence at least sixty (60) minutes prior to the start of the shift the employee is scheduled to work. Such notification must be made on the first day of the absence and the company must be advised of the reason for the absence and the expected date of the employee’s return to work. If you call off sick and will be off for more than 2 days you must contact Human Resources and relay the circumstances of the leave and make arrangements to fill out your paperwork. You must call off each day you won’t be in unless prior arrangements have been made through the Human Resources Department.

PLANT CALL-OFF RECORDING NUMBER:

Spartan Building 419-279-9630

Main Building 419-279-9504

The Company and the Union mutually agree to work together in an effort to upgrade the call off line and procedure on an ongoing basis as needed.

IN WITNESS WHEREOF, The parties have affixed their hands and seal's this day of:

AUTONEUM NORTH MERICA. INC.

/

(

,        l

Local #371RWDSU/UFCW

Jason Ware, Jntemational Rep Geoffrey Stinson. Chairperson Art Lonas, Committee Person

Ch.ad Richardson, Committee Person

Tamon G e. Committee Person Jeff Benner, Committee Person Nick Self, Committee Person

APPENDIX F

LETTER OF AGREEMENTS

Letter of Agreement - Corrected payroll Issues

If the employee notifies the Company about a payroll discrepancy in their paycheck by Friday (before 5:00 P.M.), the Company may have a check for the balance due to the employee; however, the check will be dated for the following Wednesday due to tax consequences.

Payroll mistakes

If the employee notifies the Company about a payroll discrepancy in their paycheck by

Friday (before 5:00 P.M.), the Company may have a check for the balance due to the employee; however, the check will be dated for the following Wednesday due to tax consequences.

Mistakes concerning a person’s check that are the employees fault will be paid on the next payroll period. When verified mistakes are made by the company, of 8 hours or greater, the employee will receive an apology gift card valued at $25.

Letter of Agreement - Grievance Settlements for Overtime

When the Company posts daily, weekly or weekend overtime schedules as per the contract, and there is an error regarding who is assigned the overtime, and no employee voices a concern in advance in an effort to allow the Company an opportunity to correct the mistake, no grievances will be paid, provided that the employee had a reasonable opportunity to see the error in advance regarding the scheduling mistake.

In the event that the Company does not properly post the overtime schedules, or does not properly notify employees of scheduling revisions, including: canceled/added hours and/or shifts as per Article 5, or refuses to correct the overtime scheduling error once notified, the Company agrees to immediately pay the overtime grievance.

Letter of Agreement - Unqualified Employee

In the event that there are no qualified employees to perform a new job on overtime or during a shut down for which the Company has a legitimate business reason to perform they will follow the same language as outlined in Article 9, section 3., in scheduling the work. The Company further agrees that employees who volunteer will complete the training process to become qualified. A volunteer who is used by the Company on overtime or during a shut -down shall also be used in future forced overtime situations

provided that they can be worked into the process, until fully qualified. Employees forced to perform the work shall not be required to be qualified unless they will be awarded the bid or they are the junior employee assigned to the process.

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 – 30 points   2 points per year of service with a maximum of thirty (30) points Attendance – 20 points <3 points =20 points

3-5 points = 10 points

5-7 points = 5 points

Over 7 points not qualified for the position Discipline – 20 points  None/Verbal = 20 points

2  Write Ups = 15 points

3  Write Ups= 10 points

All others disqualified from bid

Experience – 30 points Experience will be determined by the employees work history, with discussion between a joint committee, comprised of representatives of the Company and the Union. Final decision on points awarded from this category, will be determined by Human Resources and the Department Manager.

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.