Contract Explanation

Article 1: Recognition

• Purpose: This article establishes the agreement between Autoneum North America, Inc., and Local #379 of the Retail, Wholesale & Department Store Union (RWDSU), a part of the United Food and Commercial Workers. The company recognizes the union as the exclusive bargaining representative for all employees covered by the agreement regarding wages, hours, and other conditions of employment.

• Coverage: The term "employees" refers to all hourly production, shipping, receiving, and maintenance employees at the Oregon, Ohio plant and affiliated facilities. Exclusions include foremen, guards, office and clerical employees, technicians, professional employees, and supervisory employees with hiring and firing authority.

• Key Point: The company commits to working with the union to maintain equitable and efficient labor-management relations, acknowledging their shared responsibility to foster a harmonious working environment.

Article 2: Union Security

This article sets the rules for union membership and the conditions of employment related to union activities.

1. Union Shop (Section 2.1):

   • All employees who are members of the union as of the agreement's effective date must maintain good standing in the union to remain employed.

   • New employees undergo a 90-day probationary period during which they can be terminated at the company's discretion. After this period, they must become and remain union members as a condition of employment.

2. Check Off (Section 2.2):

   • The company agrees to deduct regular union dues, initiation fees, and other authorized payments from employees' paychecks, provided there is a written authorization. The company will remit these amounts to the union.

   • If any deductions are made in error, the union will refund the amount to the company or the employee.

3. Indemnification (Section 2.3):

   • The union agrees to indemnify (protect) the company against any claims resulting from actions taken by the company under this article, such as deducting dues.

4. Part-Time Employees (Section 2.4):

   • Defines the role and limitations of "Supporting Workforce" or part-time employees. They supplement the regular workforce for planned absences, increased customer demand, and to reduce overtime.

   • Part-time employees cannot exceed 30% of the regular workforce, will not be used when regular full-time employees are on layoff, and must have preferential hiring for regular full-time positions.

   • They are eligible for union membership but do not receive full benefits (such as pension, holiday pay, and vacation) until they transition to full-time roles.

5. No Discrimination (Section 2.5):

   • There shall be no discrimination in any employment-related decisions, such as hiring, pay rates, or continued employment, due to age, sex, race, creed, color, national origin, religion, or union activity.

Article 3: Contractual Terminology

This article clarifies specific terminology used throughout the contract to avoid misunderstandings.

1. Definitions:

   • "Employee": Refers exclusively to bargaining unit employees.

   • "Days": Generally means calendar days unless specifically noted otherwise.

   • Gender-Neutral References: All references to "he" or "she" are inclusive of both genders.

2. Classified vs. Qualified:

   • Classified: Refers to the employee's placement on the centralized department schedule at the beginning of a workweek.

   • Qualified: An employee who has been trained, has worked, and is knowledgeable about all duties related to a specific job. Proper paperwork must be completed to confirm an employee's qualification status.

   • Employees can disqualify themselves or may be disqualified by the company after six months of not performing a particular job, but the company must discuss the employee's qualification status before taking any action.

Examples to Explain Articles to Employees:

• Article 1 Example:
  "Recognition means that the company officially acknowledges our union, Local #379, as the sole representative for all workers regarding things like pay, work hours, and other employment conditions. If you have any issues or concerns about these topics, the union will handle them for you."

• Article 2 Example:
  "Union Security ensures that all employees, both current and new, need to be members of the union to work here. For example, after your 90-day probation period, you must join and stay in the union. Additionally, part-time employees, like those hired to cover vacations or increased demand, can join the union and may eventually become full-time members with full benefits."

• Article 3 Example:
  "Contractual Terminology helps everyone understand the terms used in the contract. For instance, when we say 'qualified,' it means you've been trained, worked in, and know all the duties of a specific job."

Article 4: Hours & Overtime

This article outlines the terms and conditions related to work hours, overtime pay, and the processes for assigning overtime.

1. Overtime Rate (Section 4.1):

   • Employees will be paid time and a half (1.5 times the regular hourly rate) for any work performed beyond 40 hours in a single week.

   • Additionally, any forced unscheduled daily hours beyond 8 hours in one day will be compensated at the rate of time and a half, provided that the employee submitted the "Forced Unscheduled Daily Overtime Request" form to their supervisor before the end of the week in which the overtime occurs.

   • Employees can only be assigned to one department per day for overtime purposes.

2. Saturday Work (Section 4.2):

   • All work performed on a Saturday will be paid at the rate of time and a half (1.5 times the regular rate of pay), except in cases specified elsewhere in the contract.

3. Sunday Work (Section 4.3):

   • All work performed on a Sunday will be paid at double the regular rate of pay (2 times the regular rate), except in cases specified elsewhere in the contract.

4. 40-Hour Week (Section 4.4):

   • If an employee is absent during the workweek for reasons other than legitimate union business, layoff, or if they volunteer to be sent home, overtime will only be paid after they have worked more than 40 hours in that week.

   • However, time taken for funeral leave, jury duty, vacation, Paid Time Off (PTO), and holidays will count as hours worked for calculating overtime.

5. No Double Payment or Pyramiding of Overtime (Section 4.5):

   • Employees are not allowed to receive double payments or to "stack" overtime payments for the same hours worked.

6. Breaks (Section 4.6):

   • Employees are entitled to a 20-minute paid lunch break, which will be included in regular working hours. Lunch periods must be arranged to ensure continuous operation and will occur 3 to 6 hours after the start of the work shift.

   • Relief personnel are to relieve a maximum of seven persons plus themselves.

   • Utility workers should be used for call-offs on daily overtime, and the company agrees to use full utility capacity before forcing overtime due to absenteeism.

7. Breaks on Overtime (Section 4.7):

   • Employees will receive two scheduled 15-minute paid breaks: one during the first half and one during the second half of their shift.

   • Additional breaks are provided based on consecutive hours worked:

     • After 8 hours: a 15-minute break.

     • After 10 hours: another 15-minute break.

     • After 12 hours: a 20-minute break.

     • After 14 hours: a 15-minute break.

   • Breaks will be scheduled to ensure continuous operations, and they must be given in a timely manner.

8. Job Transfers (Section 4.8):

   • Work should be performed at straight time whenever possible, provided the employee is qualified according to the plant matrix.

   • The company can transfer employees holding a job bid off their regular shift if the employee volunteers, and it does not create overtime.

   • In emergencies, or if no other option is possible, the company may allow transfers.

   • Employees who do not hold bids can be transferred to another shift as needed.

9. Overtime Postings (Section 4.9):

   • Daily overtime will be posted in multiple locations in each department 35 minutes before the end of an employee's 8-hour shift.

   • Any changes to the overtime must be made 15 minutes before the end of the shift.

   • If the company fails to inform employees properly, they are allowed to leave after their 8-hour shift without disciplinary action.

10. Overtime Sign-Up/Notification Process (Section 4.10):

    • The company will post a voluntary sign-up list for scheduled overtime. Employees can sign up starting Monday of the week preceding the scheduled overtime opportunity.

    • Employees once scheduled for overtime must complete their assigned hours. Changes to the daily schedule can be made up to 24 hours prior.

    • A voluntary sign-up list for unscheduled daily overtime will be available at specific times for each shift.

11. Assigned Overtime (Section 4.11):

    • Overtime is assigned based on seniority and qualification, following a specific procedure that does not exceed 12 hours.

    • Specific guidelines dictate the order in which volunteers and employees are selected for overtime.

12. Other Overtime Terms & Conditions (Section 4.12):

    • Minimization of Excessive Overtime: Employees should not work more than 12 consecutive hours within a 24-hour period, except in certain cases (e.g., volunteering, emergencies). If overtime exceeds 12 hours, employees cannot be disciplined for violations.

    • Forced Overtime: Conditions under which forced overtime can be assigned and how employees can volunteer to cover it.

    • Emergency or Unforeseen Business Issues: The company and the union may make temporary adjustments to the contract to meet production needs due to unforeseen or unusual business conditions.

    • Medical Excuse after Overtime Notification: A signed medical excuse is required if an employee claims sickness after being notified of required overtime.

    • Grievance Rights for Overtime: The company must adhere to the overtime scheduling process, and grievances will not be awarded if the company complies fully.

    • Additional Overtime Guidelines: Specifies how overtime is assigned for tasks like general cleanup and work not normally performed in a specific department.

Examples to Explain Article 4 to Employees:

• Overtime Rate Example: "If you work more than 40 hours in a week, any extra hours will be paid at 1.5 times your regular rate. For example, if you usually make $20 per hour, you'll earn $30 per hour for any time worked beyond 40 hours."

• Breaks on Overtime Example: "If you're working a long shift, you'll get additional breaks. For instance, after 8 hours, you'll get a 15-minute break. If you continue working past 10 hours, you'll receive another 15-minute break."

• Overtime Sign-Up Example: "Each week, the company posts a list where you can sign up for voluntary overtime. Make sure to sign up by Monday if you want to work extra hours the following week. If you're on this list and scheduled for overtime, you're expected to complete the assigned hours unless there's a valid reason."

Article 5: Work Week & Holidays

This article outlines the standard work week schedule, holiday pay rules, and other related conditions.

1. Work Week (Section 5.1):

   • The regular work week consists of five consecutive days, normally Monday through Friday.

   • However, the company is not obligated to guarantee a specific number of hours or days of work per week.

   • The standard shifts are defined as follows:

     • First (Day) Shift: Starts between 6:00 AM and 8:00 AM.

     • Second (Afternoon) Shift: Starts between 2:00 PM and 4:00 PM.

     • Third (Night) Shift: Starts between 10:00 PM and 12:00 AM.

   • For the day and afternoon shifts, Monday is typically considered the first workday, while the night shift starts on Sunday but is not eligible for the Sunday pay premium.

2. Hours (Section 5.2):

   • The company will attempt to schedule 40 hours of work per week for employees who are not laid off.

   • Employees who report to work and work as scheduled are guaranteed a minimum of eight hours of work or pay, except in emergencies beyond the company's control.

   • Any employee called in to work for the company's convenience will also be guaranteed at least eight hours of work or pay. Employees called in before their scheduled shift are permitted to complete their full shift.

3. Holidays (Section 5.3):

   • Employees are paid double their regular hourly rate for work performed on the following holidays:

     • New Year’s Day

     • Good Friday

     • Memorial Day

     • Independence Day

     • Labor Day

     • Thanksgiving Day

     • Day After Thanksgiving

     • Christmas Eve Day

     • Christmas Day

     • Day After Christmas

     • New Year’s Eve

     • *Easter Sunday (Only if worked and only for hours worked before the third shift starts on Monday)

   • Employees can request the weekend before or after their birthday off without pay, provided they submit the appropriate leave of absence paperwork in advance.

4. Holiday Pay Eligibility (Section 5.3, A-E):

   • General Eligibility: During holiday weeks, full-time employees on active status receive eight hours of holiday pay at their regular rate, including shift differential, provided:

     • The employee works their last scheduled full workday before and the first scheduled full workday after the holiday, unless they are on approved leave, such as vacation, PTO, funeral leave, or jury duty.

   • Exceptions:

     • Probationary employees are not eligible for holiday pay.

     • Employees on layoff within 20 days before or after a holiday are eligible for holiday pay if they worked their last full workday before the layoff and their first full workday after recall.

     • Employees absent on the workday before or after a holiday due to an emergency may still receive holiday pay if they provide acceptable documentation. The company’s decision can be challenged by the union.

5. Weekday Schedules (Section 5.4):

   • Weekly schedules, including employee start times, will be posted by Thursday of each week.

   • The company agrees not to change these schedules without providing at least 24 hours' advance notice to employees and the union, unless unforeseen circumstances occur, in which case changes must be mutually agreed upon.

   • If a schedule change affects an employee, the company will notify them in the presence of a union committee member or steward.

6. Checks (Section 5.5):

   • Employees are paid by direct deposit or debit card every Friday. If Friday is a holiday, payment will be made on the preceding workday.

   • The company retains one week's pay to cover processing time.

   • If an employee receives holiday pay and is later found ineligible, the amount will be deducted from their following week's paycheck.

Examples to Explain Article 5 to Employees:

• Work Week Example: "Your regular work week is from Monday to Friday, with shifts starting at specific times depending on whether you are on the day, afternoon, or night shift. Even though these are the standard days, the company may adjust schedules based on business needs."

• Holiday Pay Example: "If you work on a holiday like Christmas Day, you will be paid double your regular hourly rate. For instance, if you make $20 per hour, you’ll earn $40 per hour on that day. However, you must work your scheduled shifts before and after the holiday to qualify for this pay, unless you're on approved leave."

• Schedule Posting Example: "The company will post your weekly schedule by Thursday. If there’s any change, you should receive at least 24 hours’ notice unless an emergency occurs. For example, if a shift change is needed, the company will notify you and a union representative."

Article 6: Grievance Procedure

This article outlines the process for addressing and resolving disputes or differences between the company and its employees or the union. The grievance procedure is a structured, step-by-step method for handling complaints or disagreements over the interpretation or application of the contract.

1. Grievance Filing (Section 6.1):

   • Definition: A grievance is a formal complaint or dispute regarding the interpretation or application of the contract terms.

   • Step 1:

     • The aggrieved employee, accompanied by a Union Steward if requested, must present the grievance in writing to their Supervisor or Company Representative within ten (10) working days (excluding weekends and holidays) after the event that caused the grievance. If not submitted within this timeframe, the grievance will not be considered.

     • The Supervisor must respond to the grievance within ten (10) working days, providing a copy of the response to the grievance committee.

   • Step 2:

     • If the grievance is not resolved in Step 1, the Union Shop Committee submits the written grievance to the company’s designated representatives during the Step 2 meeting. The company representatives must provide a written response within ten (10) working days.

   • Step 3:

     • If the grievance remains unresolved, a meeting between the Union Shop Committee (with a representative from RWDSU/UFCW) and the company's designated representatives is held at the next scheduled monthly meeting. The company must provide a written response within ten (10) working days of this meeting.

   • Step 4:

     • If the grievance is still unresolved, the Union may request, in writing, within thirty (30) working days, to take the grievance to arbitration. A panel of five arbitrators is selected from the Federal Mediation Service. The union and the company alternate striking names from the list until one arbitrator remains.

     • The arbitrator's decision is final and binding on both parties, and the costs are shared equally by the company and the union.

2. Grievance Extension (Section 6.2):

   • If warranted by the circumstances, the company and the union may mutually agree to extend the time limits at any step of the grievance procedure, either in writing or verbally.

3. Grievance Escalation (Section 6.3):

   • Grievances must be filed and resolved promptly. Grievances involving discharges, suspensions, layoffs, or recalls must be submitted within ten (10) working days after the event that caused the grievance.

   • If the company fails to respond to a grievance within the time limits, it is considered granted in favor of the employee or the Union Shop Committee. Conversely, if the employee or Union Shop Committee fails to meet the deadlines, the grievance is considered settled based on the company's last response.

4. Class Action (Section 6.4):

   • Grievances involving employees from multiple departments are filed in writing and are taken up initially at Step 2 of the grievance procedure.

5. Arbitration (Section 6.5):

   • The union may call in the grievant (the employee who filed the grievance) or any witnesses during any step of the grievance process, including arbitration, provided it does not disrupt production.

Examples to Explain Article 6 to Employees:

• Grievance Filing Example: "If you believe the company has violated a term of the contract, you have 10 working days to file a grievance in writing with your supervisor. For example, if you think you were unfairly denied overtime pay, you must file a written complaint within 10 days of the incident. Your supervisor will then have 10 days to respond to your complaint."

• Grievance Escalation Example: "If your grievance is not resolved at Step 1, it will move to Step 2, where the union committee will present it to the company's representatives. This step-by-step approach ensures that your issue is heard and dealt with at increasingly higher levels until a resolution is found."

• Arbitration Example: "If your grievance isn't settled in the first three steps, the union can request arbitration, where an impartial third party will decide the outcome. Both the company and the union will share the costs of this arbitration process."

Article 7: Shop Committee & Representation

This article outlines the roles, responsibilities, and procedures related to the Shop Committee and Union representation within the workplace. The Shop Committee is the body responsible for handling all union-related matters, including grievances and negotiations.

1. Committee Members (Section 7.1):

   • A Shop Committee will be established by the union to manage employee grievances and other union business.

   • The committee will consist of no more than four (4) employees.

   • The company must be notified in writing about the membership of the Shop Committee and any changes made to it.

   • Committee members are allowed to leave their jobs to attend to union matters that cannot be delayed, but they must notify their supervisors and receive approval. Approval should not be unreasonably delayed.

2. Harmonious Relations (Section 7.2):

   • The Shop Committee will meet with the Plant Manager or a designated representative as needed to promote harmonious relations between the union and the company.

   • These meetings will be compensated by the company and will occur no more than once a month.

3. Work Rules & Regulations (Section 7.3):

   • The company maintains reasonable work rules and regulations to protect employee security, safety, and welfare. These rules must be enforced fairly without discrimination.

   • The company has the right to change work rules and regulations as necessary, but it must discuss such changes with the union before they take effect.

   • The union has five (5) working days from the date of notification to appeal any changes through the grievance procedure.

   • The company's safety rules are considered part of its work rules and regulations.

4. Discipline (Section 7.4):

   • The company must issue discipline within ten (10) working days, excluding weekends and holidays, of the event giving rise to the disciplinary action.

   • There may be exceptions when circumstances prevent the company from being aware of a work rule violation within the specified time limits. These situations are considered when applying this section.

   • If management is aware or should have been aware of the violation, this will not be considered a reasonable exception.

   • For customer part defect issues, the company must demonstrate that the defect was the fault of Autoneum employees before issuing any discipline.

   • Discipline Using Security Cameras (Section 7.4.A):

     • Employees should be made aware of any infraction at the time management becomes aware of it.

     • Camera footage can be reviewed upon request and must comply with state and federal law.

     • Camera footage will only be used when necessary for investigation, and the union committee will be notified when footage is to be reviewed.

5. Issuing Disciplines (Section 7.5):

   • Before or during any disciplinary action or interview that could lead to discipline, the company must make a shop steward or shop committee person available to the employee.

6. Representation Timeliness (Section 7.6):

   • The company must allow employees to meet with a union representative to discuss immediate concerns. However, operations will not be shut down or cause undue hardship to other workers.

   • The company will make a reasonable effort to permit the meeting in a timely manner. Employees and union representatives must get permission from their supervisor before such meetings.

   • The company can delay the conversation until relief can be found to allow employees to leave the area, but permission must not be unreasonably withheld.

   • If there is an immediate concern about health or safety, employees must notify their supervisor before interrupting operations if possible, or immediately after if continuing operations could cause harm or damage.

7. Sign-up Sheets (Section 7.7):

   • All schedules, sign-up sheets, and company postings related to the labor contract will be provided to the union upon request.

8. Seniority Lists (Section 7.8):

   • The company must provide the union with a list of all new employees on the first of each month.

   • An up-to-date seniority list must be provided within 30 days after signing the agreement and updated every six months.

Examples to Explain Article 7 to Employees:

• Committee Members Example: "The Shop Committee is a group of four employees from within the company who handle union business, like resolving disputes and negotiating terms. If you have a concern, you can approach any committee member, and they will address it with the company. They can leave their work temporarily to handle these matters, but they need their supervisor's approval first."

• Discipline Example: "If you are disciplined for a rule violation, the company must notify you within 10 working days. For example, if you were found not following safety protocols, they have 10 days from when they first became aware of the incident to issue any disciplinary action. If there’s any camera footage involved, the union will be informed when it's reviewed."

• Representation Timeliness Example: "If you need to talk to a union representative about an urgent issue, the company must allow you to meet with them as soon as possible, without delaying operations. For instance, if you have concerns about safety on the production line, you can stop and speak to a representative immediately if you think it could harm someone."

Article 8: Seniority

This article explains the rules and procedures for determining, maintaining, and applying employee seniority. Seniority is used to determine the order of layoffs, recalls, job assignments, and other employment decisions.

1. Definitions (Section 8.1):

   • Seniority: Defined as an employee's length of continuous service with the company, calculated in years, months, and days from their last date of hire.

   • Seniority is established and maintained on a plant-wide basis, including Maintenance.

   • Maintenance Seniority: Limited to employees in the Maintenance department, divided into technician levels as outlined in Article 21.

2. Temporary Shutdown and Layoff Definitions (Section 8.1.A):

   • Temporary Shutdown: Defined as a cessation of operations in the entire plant, a work cell, a department, or a function (excluding Maintenance) for up to five (5) workweeks.

     • During temporary shutdowns:

       • Unscheduled forced employees are sent home first.

       • Scheduled forced employees are given the option of working or not.

       • Volunteers for weekly scheduled overtime are given the option of working or not.

       • Senior employees in the affected department have the option to work or not, with the right to choose jobs or shifts based on their qualifications and seniority.

   • Temporary shutdowns are categorized into:

     • Less than one full workday: Senior employees can exercise their seniority only within their own department on the same shift.

     • More than one day but less than one week: Employees can exercise their seniority only within their department.

     • More than one week but less than five weeks: The company must give a 48-hour advance notice for shutdowns, except in extraordinary circumstances.

   • Layoff: Defined as a cessation of operations for a period longer than five (5) consecutive workweeks.

     • A layoff does not require invoking the temporary shutdown clause first.

     • All job vacancies due to layoffs must be posted, and employees affected by layoffs can bid on these positions without restrictions.

3. Recalling Employees (Section 8.2):

   • When recalling employees from a layoff, the company may temporarily assign them to different job classifications to ensure efficient operations until the recall and bidding process is completed.

4. Unfilled Jobs (Section 8.3):

   • During a temporary shutdown or layoff, no regular job that is still in operation can remain unfilled if there are qualified employees who have been laid off.

5. Checking Schedules (Section 8.4):

   • Employees who are off work due to a temporary shutdown are required to check the schedule each week to determine if they are recalled to work for the following week.

   • Employees off work due to a layoff are not required to check the schedule weekly; they will be informed by phone or certified mail when to return to work.

6. Launch Bid on Layoff (Section 8.5):

   • Employees may face special circumstances that limit their ability to bid or bump into launch bids during a temporary shutdown or layoff, as outlined in Article 9, Section 3.

7. Seasonal Shutdowns (Section 8.6):

   • For scheduled summer and winter shutdowns, senior employees will be given the option to work or not. If no employees wish to work, the least senior qualified employee may be required to work.

   • The company must post notices of summer and winter shutdowns by 6:00 AM on April 30th, and any hardship cases will be reviewed individually.

8. Seniority Rules (Section 8.7):

   • The company agrees to apply the rule of seniority reasonably and equitably, giving preference to senior employees when they have the necessary qualifications to perform the work.

   • Decisions regarding an employee's qualifications can be challenged through the grievance procedure.

9. Part-Time & Probationary Employees (Section 8.8):

   • Part-time employees do not accrue seniority and do not receive benefits other than wages.

   • Probationary employees become part of the voluntary and forced overtime procedures once they are qualified on a job. The qualification process for probationary employees must not be unduly delayed.

   • Probationary employees cannot train others unless they are qualified for the job.

10. Separation of Seniority (Section 8.9):

    • An employee's seniority, along with all other rights under this agreement, is forfeited when any of the following occurs:

      • The employee voluntarily quits.

      • The employee is discharged for cause in accordance with company rules.

      • The employee is absent for two working days without notifying the company, unless it is impossible to do so.

      • The employee fails to report within two working days after being notified of recall from layoff.

      • The employee fails to report to work after the expiration of a leave of absence.

      • The employee is laid off for a period equal to their seniority or up to a maximum of three years.

      • The employee works elsewhere without company consent while on leave.

      • The employee accepts a non-bargaining unit position for more than six months.

Examples to Explain Article 8 to Employees:

• Seniority Example: "Seniority is your length of service with the company, which starts from your last date of hire. For example, if you were hired on January 1, 2020, and have been continuously employed, your seniority would be counted from that date."

• Temporary Shutdown Example: "If there’s a temporary shutdown in your department for less than a week, you can choose to stay home or work based on your seniority. For instance, if you have more years of service than others, you get first choice to stay or work."

• Layoff Example: "If the company needs to lay off employees for more than five weeks, senior employees have the right to bid on any open positions to avoid being laid off. For example, if your job is eliminated, you can apply for other available jobs within the plant according to your seniority."

• Recalling Employees Example: "If you were laid off and are being recalled to work, you might temporarily be assigned a different job until the recall and bidding process is completed. This means you could be asked to perform a job outside of your usual duties."

Article 9: Job Bidding

This article outlines the procedures and rules for employees to bid on job vacancies or new positions. It covers how vacancies are posted, the process for bidding, and the criteria for awarding jobs.

1. Bid Vacant Jobs (Section 9.1):

   • When a vacancy occurs in any job classification, or when additional hourly personnel are required, no new employees will be hired until current employees (including those laid off) are given the opportunity to fill the vacancy.

   • Posting and Application Process:

     • Job vacancies must be posted within forty-eight (48) hours.

     • The job bid will remain posted for forty-eight (48) hours.

     • The job will be awarded within forty-eight (48) hours after the bid period ends.

     • Employees currently working can file an application for the posted job classification within 48 hours of posting.

   • Details Required in Job Posting:

     • The company must provide the job classification title, rate of pay, department, location, shift, and a brief description of the work in the job posting.

   • Awarding Jobs:

     • Seniority rights prevail when filling job vacancies. If no employee applies within the 48-hour period, the job will be assigned to employees by seniority without a bid.

     • All job bids, descriptions, and applications must be date and time-stamped. Late bids will not be accepted.

   • Qualifying for the Job:

     • An employee assigned to a new job classification will receive the new rate of pay after being qualified for the job. During training, the employee will receive the lower of their current or the new job's rate.

     • The qualification period for a job is between five (5) and thirty (30) days, depending on the job's complexity. This period may be extended with mutual agreement between the company and the union.

   • Restrictions on Bidding:

     • Employees who successfully bid for a job are not allowed to bid for another job for at least six (6) months, except under specific conditions (such as disqualification by the company, long-term layoff, or other exceptional circumstances).

2. Training on Overtime (Section 9.2):

   • Employees may volunteer to train on overtime for a job they have been awarded through the bidding process. However, it remains at the company's discretion to allow such training.

   • This training should not interfere with the employee's obligations under the forced overtime procedures.

3. Launch Bids (Section 9.3):

   • Definition: A "Launch Bid" is defined as any required job that is necessary for developing new business or product lines for the company.

   • Process for Launch Bids:

     • Launch bids are done following the same bidding procedures outlined in Section 9.1.

   • Special Circumstances for Launch Bids:

     • Employees bidding on a launch bid are expected to remain on the launch bid for the entire duration of the product launch, until the associated jobs become permanent and are bid in the normal manner, or if the company decides not to proceed with the launch business.

     • Employees bidding on a launch bid retain their current bid position for days they are not required to work on the launch. However, if the launch requires daily work for more than thirty (30) days, their previous job will be bid again, and the employee will retain only the launch bid.

     • Employees involved in launch bids are required to perform all overtime associated with the launch bid in seniority order. Other employees not part of the launch may not be requested or forced to perform overtime associated with the launch.

     • If a launch bid is still necessary during a temporary shutdown, employees on the launch bid will not be laid off. Senior employees will not be allowed to bump into the launch bid during this period.

Examples to Explain Article 9 to Employees:

• Bid Vacant Jobs Example: "If a job opens up in another department, it will be posted for 48 hours. You have 48 hours to apply for it. For example, if you want to move to a different role, keep an eye on these postings and apply within the designated time. The job will be awarded based on seniority."

• Training on Overtime Example: "If you are awarded a new job through the bidding process and want extra training, you can volunteer to train during overtime hours. However, it is up to the company to approve this request, and it shouldn't interfere with your current overtime obligations."

• Launch Bids Example: "If a new product line is starting, special 'Launch Bids' are posted to fill these roles. For instance, if you bid on a launch position, you should plan to stay on that job until the product launch is complete or becomes a permanent position. You will also be required to work all overtime related to the launch project."

Article 10: Management Prerogatives

This article outlines the rights and authority of the company management over plant operations and the workforce, while also clarifying certain limitations on these rights as defined by the contract.

1. Management Rights (Section 10.1):

   • The union recognizes that, subject to the terms of this agreement, the management of the plant and the direction of the workforce is vested exclusively in the company.

   • The company retains the right to:

     • Plan, direct, and control plant operations.

     • Hire, transfer, and promote employees.

     • Suspend or discharge employees for cause.

     • Relieve employees from duty due to a lack of work or other legitimate reasons.

     • Assign work and transfer employees from one department or duty to another.

     • Introduce new or improved production methods or facilities.

     • Establish and maintain rules and regulations covering the operations of the plant.

   • It is mutually agreed that the company may introduce new and improved machines, methods, and processes and may change existing production methods, work methods, or outputs of equipment, machinery, and employees when economically advantageous and necessary.

2. Past Practices (Section 10.2):

   • Any management rights not specifically limited by the terms of the agreement are retained by the company.

   • Past practices do not alter or amend the terms of the agreement unless they are explicitly reduced to writing and agreed upon by both parties with the intent to establish a precedent.

3. Efficiencies (Section 10.3):

   • The company ultimately determines the most efficient methods of operation.

   • However, the company agrees not to subcontract or contract out work solely for the purpose of displacing permanent employees, which would cause those employees to be laid off or reduced in classification.

Examples to Explain Article 10 to Employees:

• Management Rights Example: "The company has the right to make decisions about plant operations, such as hiring, transferring, or suspending employees for valid reasons. For example, if there is a lack of work, the company may decide to reassign you to another department or even lay off employees temporarily. These decisions are part of the company's authority to manage the workforce."

• Past Practices Example: "Past practices or informal arrangements between the company and employees will not change the written terms of the contract unless both the union and the company put them in writing and agree to make them a formal part of the contract. For instance, if you have always had a particular break time but it is not in the contract, that practice won't be enforceable unless formally documented."

• Efficiencies Example: "While the company can make changes to improve efficiency, such as bringing in new machines or changing production methods, it cannot outsource or subcontract work just to avoid employing current workers or to force layoffs. For example, if a new project requires additional manpower, the company can't simply hire outside contractors to replace regular employees."

Article 11: Economic Benefits

This article outlines various economic benefits provided to employees, including rates of pay, health insurance, and temporary assignments to different job classifications.

1. Miscellaneous Benefits (Section 11.1):

   • Rates of Pay:

     • The rates of pay for various job classifications covered by the agreement are detailed in Appendix A of the contract.

   • Health Care Coverage:

     • Effective February 1, 2004, the company is self-insured for healthcare benefits. The details of these benefits are summarized in Appendix C. For specific information about insured benefits, employees should refer to the Summary Plan Description.

   • Health and Welfare Insurance:

     • Coverage is provided to all full-time employees starting on the 91st day of employment, following the successful completion of the probationary period.

     • In the event of a layoff, health insurance coverage will continue until the end of the month in which the layoff occurs. Employees will be covered again from the first day they return to work after a layoff.

     • Medical, dental, and vision benefits will continue for employees during short-term shutdowns as defined in the labor agreement.

   • Accident, Sickness, and Life Insurance:

     • Benefits related to accident, sickness, and life insurance are also summarized in Appendix C.

   • Pension Contributions:

     • Effective January 1, 2022, the company agrees to contribute $110.78 per week to the RWDSU Pension Fund for the duration of the collective agreement.

2. New Rate Creation (Section 11.2):

   • If a new job classification is created or an existing job classification undergoes a substantial change in methods or job content, the company will establish a new rate for the job classification within thirty (30) working days.

   • The union may challenge the new rate in writing within ten (10) days after the new rate is established. This challenge constitutes a request to negotiate the rate.

   • Any rate change agreed upon through negotiation will be retroactive to the date the union challenged the initial rate.

3. Temporary Assignment (Section 11.3):

   • If an employee is temporarily assigned to work in a higher-paid classification for the company's convenience, they will be paid the higher rate for all hours worked in that classification.

   • Employees temporarily assigned to a lower-paid classification will not have their pay reduced; they will continue to receive their regular rate of pay.

   • This provision excludes employees temporarily assigned to the Maintenance Department, who will continue to earn their regular hourly rate regardless of the temporary assignment.

Examples to Explain Article 11 to Employees:

• Miscellaneous Benefits Example: "As a full-time employee, you will receive health, dental, and vision insurance starting from the 91st day of your employment. For example, if you began working on January 1st, your coverage would start on April 2nd, provided you successfully complete your probationary period."

• New Rate Creation Example: "If the company introduces a new job that didn’t exist before or significantly changes the tasks involved in an existing job, a new pay rate will be set within 30 days. If the union feels the new rate is unfair, they can challenge it, and if a new rate is agreed upon, it will apply retroactively from the date of the challenge."

• Temporary Assignment Example: "If you are asked to temporarily perform a higher-paid job, you will be paid the higher rate for those hours. For example, if you usually make $20 per hour and are asked to work a job that pays $25 per hour, you will earn $25 for every hour you work in that position. If you are temporarily assigned to a lower-paid job, you will continue to earn your regular rate."

Article 12: Leaves of Absence

This article outlines the policies, conditions, and types of leave employees can take while employed under the contract. It details various types of leaves, such as personal leave, medical leave, bereavement leave, military leave, and union leave.

1. Personal Leave (Section 12.1):

   • Employees may request an unpaid personal leave of absence for up to thirty (30) calendar days, subject to approval by the company.

   • To be eligible, the employee must submit a written request at least seven (7) days in advance, except in emergency situations.

   • The company may extend the leave for up to an additional thirty (30) days.

   • Personal leaves cannot exceed sixty (60) calendar days in any twelve (12) month period.

2. Medical Leave (Section 12.2):

   • Employees may request an unpaid medical leave of absence if they cannot work due to their own illness or injury.

   • The employee must submit a written request and provide a medical certificate from a physician that includes the nature of the illness or injury, its duration, and the expected return-to-work date.

   • Medical leave can last up to ninety (90) calendar days, and it may be extended at the company's discretion if a physician provides a medical certificate.

   • Employees are required to provide periodic updates from their physician regarding their medical status and expected return-to-work date.

   • Employees on medical leave are entitled to return to their former job classification or an equivalent job with the same pay and benefits.

3. Bereavement Leave (Section 12.3):

   • Employees are entitled to three (3) consecutive days of paid bereavement leave following the death of an immediate family member, defined as:

     • Spouse, child, parent, brother, sister, grandparent, grandchild, or in-laws (father, mother, brother, sister).

   • One (1) day of paid leave is granted for the death of an aunt, uncle, niece, or nephew.

   • The employee must provide proof of death and their relationship to the deceased upon request.

4. Military Leave (Section 12.4):

   • Employees called to active military service, National Guard, or Reserve duty are granted an unpaid leave of absence for the duration of their service.

   • Upon completing their service, employees are entitled to return to their former job classification or an equivalent job, in compliance with federal and state laws.

   • Employees must notify the company of their intention to return to work within the timeframe established by applicable laws.

5. Union Leave (Section 12.5):

   • Employees who are elected or appointed to a full-time union position may request an unpaid leave of absence for the duration of their union service.

   • To be eligible, employees must submit a written request to the company. The leave will be granted unless it significantly disrupts company operations.

   • Upon returning from union leave, employees are entitled to their former job or an equivalent position, provided they have given the company thirty (30) days' notice before returning to work.

6. Family and Medical Leave Act (FMLA) (Section 12.6):

   • The company will comply with all applicable provisions of the Family and Medical Leave Act (FMLA).

   • Employees may take up to twelve (12) weeks of unpaid leave for qualified family and medical reasons, as defined by FMLA, without loss of seniority or benefits.

   • Employees must provide the necessary medical certifications or other documentation required by law to qualify for FMLA leave.

7. Jury Duty Leave (Section 12.7):

   • Employees summoned for jury duty are granted leave for the required duration.

   • Employees must notify the company as soon as they receive the jury duty summons and provide proof of attendance.

   • Employees on jury duty leave will receive their regular hourly rate minus any compensation received for jury service, excluding travel pay.

8. General Leave Provisions (Section 12.8):

   • Leaves of absence will not exceed one year in total, except for military or union leave.

   • While on leave, employees do not accrue seniority except as required by law or stated in this agreement.

   • Employees must notify the company at least ten (10) days before their scheduled return date if they wish to extend their leave. Extensions require company approval.

   • Failure to return to work at the end of an approved leave period, without requesting an extension, will be considered a voluntary resignation.

Examples to Explain Article 12 to Employees:

• Personal Leave Example: "If you need time off for personal reasons, you can request up to 30 days of unpaid leave. For example, if you have a family emergency, you need to submit a written request 7 days in advance. If approved, you may be able to extend the leave up to another 30 days."

• Medical Leave Example: "If you are unable to work because of a medical condition, you can apply for medical leave by providing a doctor's note explaining the illness or injury. The leave can be up to 90 days, and if you need more time, it could be extended based on additional medical documentation."

• Bereavement Leave Example: "If an immediate family member passes away, you are entitled to three days of paid bereavement leave. For example, if your parent passes away, you will receive three days off with pay to make arrangements and attend the funeral."

• Military Leave Example: "If you are called to active military duty, you can take an unpaid leave for the entire duration of your service. Once your service ends, you have the right to return to your previous job or an equivalent one, in line with federal laws."

• Union Leave Example: "If you are elected to a full-time union position, you can request an unpaid leave to fulfill your duties. When you decide to return, you should notify the company 30 days before, and you will be entitled to your previous job or a similar one."

Article 13: Safety & Health

This article outlines the responsibilities and guidelines for maintaining a safe and healthy working environment for all employees. It covers the rights and obligations of both the company and the employees regarding workplace safety and health.

1. Company's Responsibility (Section 13.1):

   • The company is responsible for providing and maintaining a safe and healthy work environment that complies with federal, state, and local safety and health laws and regulations.

   • The company agrees to provide all necessary personal protective equipment (PPE) to employees without cost, including but not limited to:

     • Safety glasses

     • Earplugs

     • Gloves

     • Respirators

     • Any other equipment deemed necessary by the company or required by law.

   • The company will make all reasonable efforts to correct any unsafe or unhealthy working conditions as soon as possible after they are identified.

2. Employee Responsibility (Section 13.2):

   • Employees must follow all safety and health regulations and report any unsafe conditions or hazards to their supervisors immediately.

   • Employees must use and properly care for all personal protective equipment provided by the company.

   • Failure to follow safety procedures or use protective equipment can result in disciplinary action, up to and including termination, depending on the severity of the violation.

3. Safety Committee (Section 13.3):

   • A joint Safety Committee composed of both company and union representatives will be established to promote safety and health in the workplace.

   • The committee will meet at least once per month to discuss and address safety concerns and recommend safety improvements.

   • The company will compensate employees for time spent attending Safety Committee meetings.

   • The Safety Committee may conduct safety inspections and review reports of accidents and injuries to identify causes and prevent recurrence.

4. Safety Training (Section 13.4):

   • The company will provide ongoing safety training to all employees, including:

     • Orientation training for new hires

     • Regular refresher courses

     • Specific training related to new equipment, procedures, or processes.

   • Employees are required to attend and participate in all mandatory safety training sessions.

5. Accident and Incident Reporting (Section 13.5):

   • All accidents, injuries, and near-miss incidents must be reported immediately to the employee’s supervisor, regardless of the severity.

   • An accident report will be filed, and a thorough investigation will be conducted by the company in collaboration with the Safety Committee to determine the cause and prevent future occurrences.

6. Medical Examinations (Section 13.6):

   • The company reserves the right to require employees to undergo medical examinations when there is reasonable cause to believe the employee is not fit to work safely.

   • Medical examinations will be conducted at the company’s expense by a physician chosen by the company.

   • If the employee disagrees with the findings, they have the right to seek a second opinion from a physician of their choice at their expense. If the two physicians disagree, a third, neutral physician will be selected by both parties, with costs shared equally.

7. Safety Rules & Disciplinary Action (Section 13.7):

   • The company will establish and enforce safety rules, which will be communicated to all employees.

   • Employees who violate safety rules may face disciplinary action, up to and including termination.

   • The union may challenge any disciplinary action through the grievance procedure if they believe it is unjust.

8. Right to Refuse Unsafe Work (Section 13.8):

   • Employees have the right to refuse work that they reasonably believe is unsafe or unhealthy.

   • Employees who exercise this right must immediately notify their supervisor and the Safety Committee.

   • The company will investigate the claim promptly and take appropriate corrective action if necessary.

   • Employees will not face retaliation for refusing unsafe work if they have a legitimate reason for believing it poses an imminent danger.

Examples to Explain Article 13 to Employees:

• Company's Responsibility Example: "The company must provide a safe workplace and comply with all safety laws. For example, they need to supply safety glasses and earplugs at no cost to you and ensure that any hazardous conditions are corrected quickly."

• Employee Responsibility Example: "As an employee, you are expected to follow all safety rules, like wearing safety glasses and earplugs in designated areas. If you don’t follow these rules, you could face disciplinary actions, such as a warning or even termination, depending on how serious the violation is."

• Safety Committee Example: "A joint Safety Committee, made up of both union and company representatives, will meet monthly to discuss workplace safety. This committee can suggest improvements and investigate any accidents to help prevent them from happening again."

• Right to Refuse Unsafe Work Example: "If you think a task is too dangerous, you have the right to refuse to do it. For example, if you are asked to work on a machine that seems unsafe, you should immediately tell your supervisor and the Safety Committee. The company will investigate, and you won’t be penalized if your concern is valid."

Article 14: No Strike – No Lockout

This article establishes an agreement between the union and the company regarding strikes, work stoppages, slowdowns, and lockouts during the term of the contract. It outlines both parties' responsibilities to maintain continuous and uninterrupted production operations.

1. No Strike Commitment (Section 14.1):

   • The union agrees that there will be no strikes, work stoppages, slowdowns, or any other forms of interference with the company's operations for the duration of the agreement.

   • The union also agrees not to authorize, sanction, or approve any strikes, work stoppages, or slowdowns during the term of this contract.

   • In the event of a strike, work stoppage, or slowdown, the union is obligated to:

     • Promptly and publicly disavow the strike or action.

     • Advise all employees to return to work immediately.

     • Take reasonable steps to ensure that employees comply with this direction.

2. No Lockout Commitment (Section 14.2):

   • The company agrees that there will be no lockout of employees during the term of this contract.

   • A lockout is defined as the company preventing employees from entering the workplace or from working as a result of a labor dispute.

3. Disciplinary Actions for Violations (Section 14.3):

   • The company reserves the right to discipline, including discharging any employee who participates in or instigates a strike, work stoppage, or slowdown in violation of this article.

   • If the union believes that an employee's discipline under this section was unjust, it may appeal the decision through the grievance and arbitration procedures outlined in the contract.

4. Mutual Resolution (Section 14.4):

   • The union and the company agree to make every reasonable effort to resolve any disputes or grievances that arise during the term of the contract through the procedures outlined in the grievance and arbitration articles, rather than through strikes, lockouts, or other disruptions.

   • Both parties are committed to maintaining a cooperative and constructive relationship and to resolving issues in a fair and equitable manner.

5. Legal Remedies (Section 14.5):

   • In the event of a violation of this article, either party retains the right to pursue all legal remedies available to them to enforce the terms of this article, in addition to the contractual remedies provided.

Examples to Explain Article 14 to Employees:

• No Strike Commitment Example: "The union has agreed that there will be no strikes or work stoppages while this contract is in effect. For example, if there is a disagreement over working conditions, instead of stopping work, the union will use the grievance and arbitration process to resolve the issue."

• No Lockout Commitment Example: "The company has agreed not to lock out employees, which means they won't prevent you from coming to work, even if there is a dispute. For example, if there is a disagreement over contract terms, the company cannot simply shut down operations and keep you from working."

• Disciplinary Actions for Violations Example: "If an employee participates in an unauthorized strike or work stoppage, they could face disciplinary action, including termination. For example, if someone organizes a walkout without following the contract's procedures, the company can take action against that individual. However, the union can appeal any discipline if they believe it was unfair."

• Mutual Resolution Example: "Both the union and the company are committed to resolving disputes without resorting to strikes or lockouts. For example, if a pay dispute arises, both sides agree to use negotiation and arbitration to find a solution, instead of taking extreme measures like striking or locking out employees."

Article 15: Subcontracting

This article outlines the rules and conditions under which the company may subcontract work to external parties. It focuses on ensuring that subcontracting does not negatively affect the job security and employment conditions of current employees.

1. General Subcontracting Guidelines (Section 15.1):

   • The company reserves the right to subcontract work to outside contractors. However, this right is subject to certain conditions to protect the interests of employees covered under this contract.

   • The company agrees not to subcontract work for the primary purpose of reducing or eliminating jobs held by employees in the bargaining unit.

2. Conditions for Subcontracting (Section 15.2):

   • The company may subcontract work only if:

     • It does not have the necessary equipment, facilities, or expertise to perform the work.

     • The subcontracting is necessary to meet peak demands, special projects, or deadlines that cannot be met with existing resources.

     • It is economically advantageous for the company to subcontract the work rather than perform it in-house, provided that doing so does not cause any layoffs or displacements of existing employees.

   • In cases where subcontracting is economically advantageous, the company agrees to discuss its decision with the union before proceeding. The company will provide the union with relevant information explaining the reasons for subcontracting.

3. No Layoff Due to Subcontracting (Section 15.3):

   • The company agrees that no employees will be laid off or reduced in their job classification or pay rate due to the subcontracting of work.

   • If subcontracting results in a reduction of work, employees affected will be reassigned to other available jobs within their skill set, provided such jobs are available.

4. Notification to Union (Section 15.4):

   • The company will notify the union in advance, whenever feasible, before subcontracting any work that might affect the employment status or working conditions of employees.

   • The notification will include:

     • The nature and scope of the work to be subcontracted.

     • The reasons for subcontracting.

     • The expected duration of the subcontract.

   • The union has the right to request a meeting with the company to discuss the proposed subcontracting. The company agrees to consider the union's input and explore alternatives to subcontracting, if feasible.

5. Review of Subcontracting Decisions (Section 15.5):

   • If the union believes that the company’s decision to subcontract violates the terms of this article, it may file a grievance under the contract’s grievance procedure.

   • The grievance may be submitted directly to the third step of the grievance process to expedite resolution.

Examples to Explain Article 15 to Employees:

• General Subcontracting Guidelines Example: "The company can hire outside contractors to do certain work, but only if it is necessary. For example, if the company does not have the right equipment to handle a specific task, they can bring in an outside contractor to do the job."

• No Layoff Due to Subcontracting Example: "If the company decides to subcontract a job, no current employees will be laid off because of that decision. For example, if work is outsourced to meet a tight deadline, employees will not lose their jobs because of it. Instead, employees may be reassigned to other roles that match their skills."

• Notification to Union Example: "Before subcontracting any work that could impact your job or working conditions, the company will inform the union. For instance, if they plan to subcontract work that affects your department, the union will be notified ahead of time and given reasons for the decision."

• Review of Subcontracting Decisions Example: "If the union feels that the company has subcontracted work improperly or in a way that violates this article, it can challenge the decision. For example, if subcontracting appears to have caused an employee to lose their job, the union can file a grievance directly at an advanced stage of the process to resolve the issue quickly."

Article 16: Bulletin Boards

This article outlines the guidelines and rules governing the use of bulletin boards within the workplace for posting notices and information by the union.

1. Bulletin Board Provision (Section 16.1):

   • The company agrees to provide bulletin boards at convenient locations in the plant for the exclusive use of the union.

   • These bulletin boards will be placed in areas easily accessible to employees, such as break rooms or near time clocks.

2. Purpose of Bulletin Boards (Section 16.2):

   • The union may use these bulletin boards to post official union notices, announcements, meeting schedules, and other materials related to union business.

   • All postings must be related to union activities and must not be political, inflammatory, or derogatory in nature.

3. Posting Procedure (Section 16.3):

   • Any material to be posted on the bulletin boards must be approved and signed by a designated union representative before being displayed.

   • The company may remove any postings that do not meet the requirements specified in this article.

4. Responsibility for Maintenance (Section 16.4):

   • The union is responsible for maintaining the bulletin boards, ensuring that materials are up to date and removing outdated or inappropriate notices.

   • The company agrees to make reasonable efforts to maintain the physical condition of the bulletin boards and to repair or replace them if they become damaged or unusable.

5. Dispute Resolution (Section 16.5):

   • If there is a disagreement between the union and the company regarding the appropriateness of any posted material, the matter may be addressed through the grievance procedure outlined in the contract.

Examples to Explain Article 16 to Employees:

• Bulletin Board Provision Example: "The company provides bulletin boards in places where employees can easily see them, such as break rooms. For example, these boards can be used to post union-related notices like meeting announcements or events."

• Purpose of Bulletin Boards Example: "The union can only use the bulletin boards to post information about union activities. For example, a notice about an upcoming union meeting can be posted, but materials that are political or offensive are not allowed."

• Posting Procedure Example: "Before any notice goes up on the bulletin board, it must be approved by a designated union representative. For instance, if there is an announcement about a new union policy, the union rep must approve and sign it before it’s posted."

• Responsibility for Maintenance Example: "The union is responsible for keeping the bulletin boards organized and current. For example, if there’s an old notice about a meeting that has already happened, it should be removed by the union."

Article 17: Non-Discrimination

This article establishes a commitment by both the company and the union to uphold non-discriminatory practices in all employment matters. It specifies the grounds on which discrimination is prohibited and emphasizes the importance of equality and fairness in the workplace.

1. Commitment to Non-Discrimination (Section 17.1):

   • The company and the union agree that there will be no discrimination against any employee or applicant for employment on the basis of:

     • Race

     • Color

     • Religion

     • Sex

     • National origin

     • Age

     • Disability

     • Marital status

     • Sexual orientation

     • Gender identity

     • Veteran status

     • Union membership or non-membership

     • Any other status protected by applicable federal, state, or local laws.

   • This commitment applies to all aspects of employment, including hiring, promotion, compensation, benefits, training, layoffs, and termination.

2. Equal Opportunity Employment (Section 17.2):

   • The company affirms its commitment to providing equal employment opportunities to all employees and applicants for employment, in accordance with applicable laws and regulations.

   • The company will implement practices and procedures to ensure fair treatment in all employment-related decisions.

3. Union Activities and Representation (Section 17.3):

   • The company agrees not to discriminate against any employee because of their membership in or activities related to the union.

   • Employees are free to join or refrain from joining the union without fear of reprisal or discrimination.

   • Union representatives shall have equal access to employees in the workplace to discuss matters related to union membership, provided it does not interfere with normal operations.

4. Complaint and Grievance Process (Section 17.4):

   • Employees who believe they have been discriminated against based on any of the protected characteristics may file a complaint through the company’s internal complaint process or the union's grievance procedure.

   • If the employee chooses to file a grievance, it will follow the standard grievance procedure as outlined in the contract, and any resolution must comply with applicable laws and the terms of the collective bargaining agreement.

5. Accommodation of Disabilities (Section 17.5):

   • The company will make reasonable accommodations for employees with disabilities, as required by law, unless doing so would cause undue hardship to the company.

   • Employees requesting accommodation should provide appropriate documentation and engage in an interactive process with the company to identify suitable accommodations.

6. Training and Awareness (Section 17.6):

   • The company agrees to provide regular training and education on non-discrimination and equal opportunity employment to all employees and management staff.

   • Training will cover the company’s policies, employee rights, and procedures for reporting discrimination or harassment.

Examples to Explain Article 17 to Employees:

• Commitment to Non-Discrimination Example: "Both the company and the union are committed to ensuring that no employee faces discrimination. For example, everyone, regardless of race, gender, or any other protected status, should have the same opportunities for hiring, promotions, and fair treatment in the workplace."

• Union Activities and Representation Example: "You have the right to join the union or choose not to without fear of retaliation. For instance, if you decide to become a union member or participate in union activities, the company cannot penalize you or treat you differently."

• Complaint and Grievance Process Example: "If you believe you've been discriminated against, you can file a complaint through the company’s internal process or the union’s grievance procedure. For example, if you feel you've been unfairly denied a promotion because of your age, you can raise a grievance through these established processes."

• Accommodation of Disabilities Example: "If you have a disability, the company will work with you to find reasonable accommodations to help you perform your job. For example, if you need special equipment or adjustments to your work schedule, you can request an accommodation, and the company will explore options with you."

Article 18: Job Classifications and Wage Rates

This article outlines the job classifications covered by the contract and the corresponding wage rates for each classification. It establishes how job classifications are defined, adjusted, and the conditions under which wage rates can be changed or reviewed.

1. Job Classifications (Section 18.1):

   • The company and the union agree on specific job classifications for all bargaining unit employees. These classifications are detailed in Appendix A of the contract.

   • Each job classification has a corresponding job description that outlines the duties, responsibilities, and qualifications required for the position.

   • The company retains the right to establish new job classifications or modify existing ones. However, any changes must be discussed with the union before implementation.

2. Wage Rates (Section 18.2):

   • The wage rates for each job classification are specified in Appendix A.

   • Employees will be paid according to their job classification and the established wage rate schedule.

   • Any adjustments to wage rates will be made following the wage progression schedule outlined in the contract or as negotiated between the company and the union.

3. Wage Rate Progression (Section 18.3):

   • Newly hired employees or those promoted to a higher classification will be subject to a wage rate progression schedule, which details incremental pay increases based on their length of service and experience in the job classification.

   • The specific increments and timing of wage rate increases are outlined in Appendix A.

   • Employees will advance to the next pay level upon completion of the specified time period and satisfactory job performance.

4. Job Reclassification (Section 18.4):

   • If an employee believes they are consistently performing duties beyond their current job classification, they may request a job reclassification review.

   • The request must be submitted in writing to the Human Resources department, and the company will review the employee's duties and determine if a reclassification is warranted.

   • If the union disagrees with the company's decision regarding a reclassification request, it may file a grievance to resolve the issue.

5. Temporary Assignments and Pay (Section 18.5):

   • Employees temporarily assigned to a higher classification will receive the higher rate of pay for all hours worked in that classification.

   • If temporarily assigned to a lower classification, employees will continue to receive their regular rate of pay.

   • Temporary assignments should not exceed thirty (30) days unless extended by mutual agreement between the company and the union.

6. Shift Differentials (Section 18.6):

   • Employees working on second (afternoon) or third (night) shifts will receive an additional shift differential on top of their regular hourly rate.

   • The shift differential amounts are specified in Appendix A.

   • The differential is paid only for the hours worked on the second or third shifts and does not apply to overtime or holiday pay calculations.

7. Wage Rate Adjustments (Section 18.7):

   • If there is a significant change in job duties or responsibilities that impacts a classification, the company agrees to negotiate with the union to adjust the wage rate accordingly.

   • Any changes to wage rates agreed upon through negotiation will be retroactive to the date the change in job duties occurred.

Examples to Explain Article 18 to Employees:

• Job Classifications Example: "Your job classification defines the duties you're expected to perform and the qualifications you need. For example, if you are classified as a 'Machine Operator,' your job description in Appendix A outlines what tasks you're responsible for."

• Wage Rates Example: "Your pay is determined by your job classification and the corresponding wage rate in Appendix A. For example, if you're classified as a 'Warehouse Associate,' your hourly rate will be based on the rate listed for that position."

• Wage Rate Progression Example: "If you are a new hire or promoted to a higher classification, you will receive pay increases at set intervals based on your experience and length of service. For example, you might start at $18 per hour and move to $20 per hour after six months, as outlined in the wage progression schedule."

• Job Reclassification Example: "If you think you're doing work that goes beyond your job classification, you can request a review. For example, if you're classified as a 'Material Handler' but regularly perform duties of a 'Team Leader,' you can ask for a reclassification to a higher-paying classification."

• Shift Differentials Example: "If you work the second shift (afternoon) or third shift (night), you will receive extra pay on top of your regular hourly rate. For instance, if you make $20 per hour and the shift differential is $1.50, you’ll earn $21.50 per hour for the hours worked during the afternoon or night shift."

Article 19: Union Representatives and Access

This article outlines the rights and guidelines concerning the access of union representatives to the company’s premises and their interaction with union members at the workplace. It aims to ensure that union activities can be conducted without disrupting the company’s operations.

1. Union Representatives Access (Section 19.1):

   • Authorized union representatives will be permitted access to the company's premises to conduct union business. However, such visits must not interfere with the normal operations of the company.

   • Union representatives must notify the company in advance of their intended visits and comply with all security and safety protocols while on company property.

   • The company reserves the right to limit the number and frequency of visits to avoid disruption to work processes.

2. Union Meetings (Section 19.2):

   • The union may hold meetings on company premises during non-working hours (e.g., before or after shifts, during breaks, or lunch periods) in designated areas approved by the company.

   • The union must request permission from the company to hold such meetings at least 48 hours in advance, providing details about the time, place, and purpose of the meeting.

   • The company agrees not to unreasonably withhold permission for these meetings, provided they do not interfere with the company’s operations.

3. Communication with Employees (Section 19.3):

   • Union representatives have the right to communicate with employees regarding union matters, such as grievance procedures, contract negotiations, or other official union business, during non-working hours and in non-work areas.

   • The company agrees to provide a designated area (such as a break room) for union representatives to meet with employees during these times.

4. Posting of Notices (Section 19.4):

   • The union may post notices on the bulletin boards provided by the company (as outlined in Article 16) for union-related activities, meetings, and other information relevant to union members.

   • All notices must be approved and signed by a designated union representative before being posted.

5. Union Representatives’ Work Status (Section 19.5):

   • Employees who serve as union representatives (such as shop stewards or members of the grievance committee) will be permitted reasonable time during working hours to perform their union duties, such as investigating grievances or attending meetings with management.

   • These representatives must request and receive approval from their supervisor before leaving their work area, and the company agrees not to unreasonably deny such requests.

   • Union representatives will not lose pay for the time reasonably spent on union activities, provided that such activities do not unduly disrupt operations.

6. Training for Union Representatives (Section 19.6):

   • The company agrees to allow union representatives to attend training sessions or educational programs related to their union duties, subject to operational needs.

   • Union representatives must provide reasonable notice to the company for such training, and the company will make efforts to accommodate these requests.

   • Time spent in training will not be paid unless otherwise agreed upon.

Examples to Explain Article 19 to Employees:

• Union Representatives Access Example: "Union representatives are allowed to visit the workplace to discuss union matters, but they must notify the company beforehand and follow all safety and security rules. For example, if a representative wants to meet with employees, they need to inform the company and ensure it does not interrupt daily operations."

• Union Meetings Example: "The union can hold meetings on company premises, like in the break room, before or after shifts or during lunch breaks. The union just needs to ask the company 48 hours in advance for approval, and the company should grant permission as long as it does not disrupt work."

• Communication with Employees Example: "Union representatives can talk to employees about union business during non-working hours in designated areas, like break rooms. For instance, they might meet with employees to discuss upcoming contract negotiations or answer questions about grievances."

• Union Representatives’ Work Status Example: "If you are a shop steward or on the grievance committee, you can spend reasonable time during your shift handling union business, such as investigating a grievance. You just need to let your supervisor know before you leave your work area, and you won’t lose pay for that time."

• Training for Union Representatives Example: "Union representatives may need to attend training sessions or workshops to help them better understand their roles. The company will try to accommodate these training sessions, but the time spent may not be paid unless the company agrees to it."

Article 20: General Provisions

This article includes a variety of general terms and conditions that apply to the overall agreement between the union and the company. These provisions are intended to clarify miscellaneous aspects of the agreement that do not fall under other specific articles.

1. Complete Agreement (Section 20.1):

   • This agreement represents the entire understanding between the company and the union regarding the terms and conditions of employment.

   • All prior agreements, practices, or understandings that are not explicitly included in this contract are null and void.

   • Any changes or amendments to this agreement must be made in writing and signed by both parties to be valid.

2. Severability (Section 20.2):

   • If any provision of this agreement is found to be invalid or unenforceable by a court of competent jurisdiction, such provision will be considered severable from the rest of the contract.

   • The remainder of the contract will continue to be valid and enforceable, and the parties agree to renegotiate the invalid provision in good faith to achieve its intended purpose without violating the law.

3. Waiver (Section 20.3):

   • The waiver of any term or condition of this agreement by either party on any occasion will not be considered a waiver of any other term or condition or of the same term or condition on any future occasion.

   • Any waiver must be in writing and signed by an authorized representative of both parties.

4. Management and Employee Obligations (Section 20.4):

   • Both the company and the employees agree to abide by all the terms and conditions outlined in this agreement.

   • The union and employees agree to perform their duties diligently and in accordance with company rules and regulations.

5. Continuation of Work (Section 20.5):

   • Both the company and the union agree to continue work without interruption and to cooperate in maintaining continuous operations throughout the term of this agreement.

   • This provision is intended to ensure that production and services are not interrupted due to any disputes or disagreements that may arise.

6. Successors and Assigns (Section 20.6):

   • This agreement is binding on the successors and assigns of the company.

   • If the company is sold, merged, or transferred, the new owner(s) must comply with the terms of this agreement.

7. No Other Agreements (Section 20.7):

   • The company and the union agree that there are no other agreements or understandings, either oral or written, that modify or alter this contract unless specifically stated within the agreement.

8. Effective Date and Termination (Section 20.8):

   • The agreement will become effective on the date of signing and will continue in full force and effect until the agreed expiration date.

   • Either party may notify the other in writing of its intention to renegotiate or terminate the agreement at least 60 days before the expiration date.

Examples to Explain Article 20 to Employees:

• Complete Agreement Example: "This contract includes everything agreed upon between the union and the company. For example, any informal agreements or past practices that are not written in this contract are no longer valid. If changes need to be made, they must be put in writing and signed by both parties."

• Severability Example: "If a court finds any part of this contract illegal or unenforceable, that part will be removed, but the rest of the contract will still be in effect. For example, if a certain provision is found to violate state law, that section will be renegotiated, but the rest of the contract will remain valid."

• Waiver Example: "If the company or the union decides not to enforce a specific part of the contract one time, it doesn’t mean that part is waived forever. For example, if the company overlooks a minor violation of work rules, it does not mean they have waived their right to enforce that rule in the future."

• Continuation of Work Example: "Both the company and the union agree to keep working without interruptions. For instance, if a dispute arises, both parties agree to resolve it through the established procedures rather than stopping work."

• Successors and Assigns Example: "If the company is sold or merged with another company, the new owners are required to honor this contract. For example, if the plant is sold, the new owner must follow the terms of this agreement with the union."

Article 21: Duration and Termination

1. Duration of Agreement (Section 21.1):

   • This agreement is effective from the signing date and will remain in force until a specific expiration date mentioned in the contract.

   • Either party (the company or the union) must notify the other in writing at least 60 days before the expiration date if they wish to modify, amend, or terminate the contract.

   • If no notice is given by either party within this time frame, the contract will automatically renew for another term, under the same conditions, until a notice is provided.

2. Negotiation for Renewal (Section 21.2):

   • If either party provides notice of intent to modify or terminate the contract, both parties agree to begin negotiations promptly to reach a new agreement.

   • During the negotiation period, the terms and conditions of the existing contract will remain in full force and effect until a new agreement is reached or the existing contract is officially terminated.

Appendices

• Appendix A: Wage Rates and Job Classifications

  • Provides detailed information on job classifications, wage rates, and the wage progression schedule for all positions covered under the agreement.

  • Lists the initial, intermediate, and maximum wage rates for each job classification, as well as any shift differentials and additional pay provisions.

• Appendix B: Grievance Procedure Forms

  • Includes standardized forms for filing grievances at various steps of the grievance process.

  • Provides instructions for filling out and submitting these forms, and a checklist to ensure all necessary information is included.

• Appendix C: Health and Welfare Benefits

  • Summarizes the health, dental, vision, and other welfare benefits available to employees, including coverage details, eligibility requirements, and premium costs.

  • Describes the procedures for enrolling in benefit programs, making claims, and appealing denials of benefits.

• Appendix D: Pension Plan Contributions

  • Outlines the company’s contribution rates to the union pension fund, along with any conditions for employee eligibility and participation.

  • Specifies the frequency and method of contributions, as well as any associated reporting requirements.

Additional Provisions

• Side Letters of Agreement:

  • These are additional agreements between the union and the company that clarify or modify certain contract terms without amending the main body of the contract.

  • Side letters may address specific situations, temporary agreements, or understandings reached during negotiations.

  • Examples might include agreements about the handling of certain job classifications, special pay arrangements, or temporary changes to work rules.

• Memorandum of Understanding (MOU):

  • A document attached to the contract that records agreements reached during negotiations that are not formal amendments to the contract itself.

  • MOUs are often used for short-term agreements or to clarify interpretations of certain provisions in the contract.

• Signatures:

  • The contract concludes with signature lines for the authorized representatives of both the company and the union, confirming their agreement to all terms outlined in the document.

Examples to Explain the Content After Article 20 to Employees:

• Duration of Agreement Example: "This contract will last until the expiration date listed in the document. For instance, if the contract expires on December 31, 2024, either party must notify the other by November 1, 2024, if they want to renegotiate or end the agreement."

• Appendices Example: "Appendix A shows all job classifications and their corresponding pay rates. For example, if you are classified as a 'Machine Operator,' Appendix A will list the starting pay rate, intermediate rates, and the maximum pay you can earn in that role."

• Health and Welfare Benefits Example: "Appendix C provides a summary of all the health benefits you are eligible for, including what is covered under your health, dental, and vision insurance. It also explains how to enroll, file claims, and appeal if your claim is denied."

• Side Letters of Agreement Example: "Side Letters may cover special agreements that aren't directly part of the contract's main text but still impact how the contract is applied. For instance, there could be a side letter that temporarily changes a work rule for a specific period or situation."