BG CONTRACT

Article 1 Collective Bargaining Agreement 1
Article 2 Recognition 1
Article 3 Equal Employment Opportunity 2
Article 4 Management Rights 2
Article 5 Union Shop 3
Article 6 Dues Deduction 4
Article 7 Representation 5
Article 8 Seniority 7
Article 9 Loss of Seniority 8
Article 10 Employee Records 8
Article 11 Probationary Employees 9
Article 12 Hours of Operation 9
Article 13 Temporary/Summer/Part-Time Help 10
Article 14 Job Classification and Rates of Pay 12
Article 15 Re-assignment 14
Article 16 Bidding and Transfers 14
Article 17 Work Standards 15
Article 18 Reporting Pay 16
Article 19 Call In Pay 16
Article 20 Call Back Pay 16
Article 21 Overtime 16
Article 22 Overtime Distribution 17
Article 22 Reduction and Layoffs 18
Article 23 Seniority – Retention while Laid Off 19
Article 24 Recall 19
Article 25 Leaves of Absence 20
Article 26 Bereavement Provisions 21
Article 27 Jury Duty 22
Article 28 Health and Safety 22
Article 29 Supervision 23
Article 30 Grievance Procedure 24
Article 31 Vacation 26
Article 32 Holidays 28
Article 33 Hospital/Medical Insurance Benefits 29
Article 34 Other Benefits 31
Article 35 401(k) Program 31
Article 36 Conflicts with Laws or Regulations 32
Article 37 Waiver 32
Article 38 Strike and Lockout 32
Article 39 Duration of Agreement 33
Exhibit A Job Duties 34
Exhibit B 2010 Memo of Understanding – Daily Lack of Work Sign-Up Sheet 36
Exhibit C 2010 Memo of Understanding – Alternate (Trainee) Designations 37
Exhibit D 2013 Memo of Understanding – Shift Trainer Pay 38
Attendance Policy for Hourly Employees – For Reference Only 39
Rules for Personal Conduct – For Reference Only 42

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Article 1

Collective Bargaining Agreement

THIS AGREEMENT made and concluded in the City of Bowling Green, and County of Wood, and
State of Ohio, this 22nd day of June 2020, by and between the Bowling Green Plant, a division of
Grammer Americas (hereinafter called the Company) a duly organized corporation, doing business
in the City of Bowling Green, Ohio, party of the first part and the INTERNATIONAL UNION
UNITED AUTOMOBILE, AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA UAW, AND its Local number 2021 (hereinafter called the Union.)
This agreement shall be binding upon the Company’s successors, assigns, purchaser, leases or
transferees whether such successions, assignments, or transfers be effected voluntarily or by
operation of law; and in the event of the Company’s merger of consolidation with another Company
or companies, the Agreement shall be binding upon the merged or consolidated Company.
WITNESSETH: That said Company in consideration of the promises and agreements of said
employees herein set forth through their representatives, considering their mutual interests and
their desire to stabilize employment, to facilitate the manufacture of the products of said Company
in an efficient manner; to establish an orderly procedure for the settlement of disputes between the
Company and employees and to secure a closer and more harmonious relationship between the
parties, said promise and agree that;

Article 2
Recognition

Section 1. The Company shall recognize the International Union, United Automobile, Aerospace
and Agricultural Implement Workers of America, UAW Local 2021, as the sole representative of its
production employees at 515 E. Gypsy Lane plant in Bowling Green, Ohio, for the purpose of
collective bargaining. All such production employees shall, as condition of employment, become
members of the said Union after completion of thirty (30) calendar days.
Section 2. The Company further agrees to negotiate with the representatives designated by said
Union, who may be chosen in any manner determined by its Union, for the purpose of settling any
disputes which may arise concerning wages, wage rates, working conditions, hours, dismissals,
seniority rights or discriminations and for the settlement of any dispute or grievance which may
arise during the operation of this Agreement.

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Article 3

Equal Employment Opportunity

It is the policy of the Company to afford equal opportunity in employment to all employees and
applicants for employment. No person is to be discriminated against in employment because of
race, religion, sex, color, age, national origin, marital status, disability, sexual orientation, gender
identity, or gender expression.
Management is responsible for administration of this policy and compliance with all laws regarding
equal opportunity, nondiscrimination and the Americans with Disabilities Act. Complaints and/or
problems should be brought immediately to the attention of the Plant Manager or designate.
The Company and the Union recognize the moral principals involved and have reaffirmed in their
Collective Bargaining Agreement their commitment not to discriminate.

Article 4
Management Rights

Except as otherwise specifically provided in this Agreement, the employer has the sole and
exclusive right to exercise all the rights and functions of management.
Without limiting the generality of the foregoing as used here, the terms “Rights and functions of
management” includes: The right to manage this division, to determine the location of the
business, including establishment of new plants or departments, divisions, or subdivisions thereof,
and the relocation or closing of plants, departments, divisions or subdivisions thereof; the right to
merge, or sell the business or any part thereof; the determination of products to be manufactured
or sold or services to be rendered or supplied; the determination of the size and character of
inventories; and determination of fiscal policy, including accounting procedures, prices or goods or
services rendered, or supplied and customer relations; the determination of the organization of
each production, service, maintenance or distribution department, division or subdivision or any
other production, maintenance, service or distribution unit deemed appropriate by the employer;
the right to contract or subcontract production, service, maintenance or distribution work outside
the division or company due to an emergency or when the work force or equipment cannot meet
the schedules of our customers; also to schedule working hours, to establish, modify or change
work schedules; to direct the working force, including the right to hire, promote or transfer any
employee in this plant, to determine the layout and machinery, equipment and materials to be used
in the business; to define and change processes, techniques, methods and means of manufacture,
maintenance or distribution, including any changes or adjustments of any machinery or equipment;
to establish standards of quality; to define the method and work content of any job; to set levels of
workmanship required; to improve production, maintenance, service or distribution methods or
facilities; and to change existing methods and facilities, also to select promote or transfer
employees to supervisory or other managerial positions or to promote outside of the bargaining
unit, not to the prejudice of any employee who may wish to decline the promotion or transfer, to
determine the size of the working force; to allocate and assign work to employees; to set policy
affecting the selection and training of employees; to schedule operations and determine the

number and duration of shifts; to establish modify, publish and enforce plant rules and regulations
which are fair and reasonable and not in direct conflict with any of the provisions of this agreement
subject to the Grievance Procedure; to determine the amount of supervision necessary; to control
the use of plant property, material, machinery and equipment; to determine property protection
measures for the plant.
The Company shall not be required to notify or discuss with its employees any of the preliminary
considerations forming the basis for its decisions in the exercise of its management prerogatives
set forth in this article. The exercise or non-exercise of rights retained by the Company shall not
be deemed to waive any such right or the discretion to exercise any such right in some other way
in the future. The employees shall be advised of the Company’s rules and regulations that are
made during the term of this agreement. Suspending and discharging employees for reasonable
cause means that the Company shall not be arbitrary or capricious in its decision.

Article 5
Union Shop

Section 1. All present employees covered by this Agreement shall become members of the Union
from the date of the signing of this Agreement, if they have thirty (30) calendar days of service with
Grammer Americas, and all employees hired hereafter shall become members of the Union after
thirty (30) calendar days from the date of their employment.
The Company shall not retain in its employ in the bargaining unit any non-member employee who
fails to apply for membership within thirty (30) calendar day period specified above, or any
employee who has been a member at any time during the term of this Agreement and who loses
his membership during the term thereof through resignation or expulsion for non-payment of
periodic dues and initiation fees uniformly required by the Union as a condition of acquiring or
retaining membership.
Section 2. The Union agrees to indemnify and hold harmless the Company for any loss of claims
for damages which arise as a result of the Company’s performance of its obligations hereunder
and in the event of any action or claim is commenced against the Company to recover any
damages the Union shall intervene and defend such action.
Section 3. The Company will provide a copy of the Collective Bargaining Agreement to each
employee.

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Article 6
Dues Deduction

Section 1. The Company agrees to deduct the monthly dues of employees subject to this
Agreement, to the extent that such employees have executed the following assignment,
authorization and direction.
AUTHORIZATION FOR CHECK OFF OF DUES
To_____________________________________ Date: ______________________
I hereby assign to Local Union Number 2021 , International Union, United Automobile, Aerospace,
and Agricultural Implement Workers of America (UAW), from any wages earned or to be earned
by me as your employee (in my present or in any future employment by you), such sums as the
Financial Officer of said Local Union Number 2021 may certify as dues and owing from me as
membership dues, including an initiation or reinstatement fee and monthly dues in such sums as
may be established from time to time by said Local Union in accordance with the Constitution of
the International Union, UAW, but not less than five dollars ($5.00) monthly. I authorize and direct
you to deduct such sums from my pay and remit same to the Union at such times and in such
manner as may be agreed upon between you and the Union at any time while this authorization is
in effect.
This Agreement, authorization and direction shall be irrevocable for the period of one (1) year from
the date of delivery hereof to you, or until the termination of the collective agreement between the
Company and the Union which is in force at the time of delivery of this authorization, whichever
occurs sooner; and I agree and direct that this assignment, authorization and direction shall be
automatically renewed, and shall be irrevocable for successive periods of one (1) year each or for
the period of each succeeding applicable collective agreement between the Company and the
Union, whichever shall be shorter, unless written notice is given by me to the Company and the
Union not more than twenty (20) days and not less than ten (10) days prior to the expiration of
each period of one (1) year, or of each applicable collective agreement between the Company and
the Union, whichever occurs sooner.
This Authorization is made pursuant to the provisions of Section 302(c) of the Labor Management
Relations Act of 1947 and otherwise.
Section 2. All deductions made in accordance with Section 1 thereof, will be made from the
payroll for the third full week of each month in which the employee has been compensated for forty
(40) hours or more in that month. Whenever an employee does not have a sufficient amount
earned to cover the full deduction, the Company will make a deduction from the payroll for the third
full week of the next month.
Section 3. The amount of all deductions, to be made by the Company pursuant to Section 1
hereof, will be set forth on the written authorization form the employees, as provided in Section 1
hereof.

Section 4. Any Money deducted will be transmitted by check payable to “Local 2021 UAW” by the
week following the deduction.
A list by clock number of all employees covered by this Agreement will accompany the check, with
the Social Security numbers listed after the name. The list must contain the following information
after each name:
A. The amount of deduction (1 month or more).
B. Application Fee (separate from dues).
C. Employees not subject to check off (less than 30 days).
D. Designation of new hires that month.
E. Designation of those terminated or resigned that month.
F. Reason for no deduction and date.
A copy of this list shall be furnished to the Chairperson of the Bargaining Committee of the Union.
Should any question arise as to the information set forth on the aforesaid list, the Company agrees
to exhibit the working records of any employee to the duly accredited representative of the Union.
Section 5. The Union shall indemnify the Company and hold it harmless against any loss of
claims for damages resulting from a payment to the Union of any sums deducted under this Article
and in the event any action or claim is commenced against the Company to recover from it any
sums deducted under this Article, the Union shall intervene and defend such action or claim.
Section 6. The Company agrees during the life of this agreement to deduct hourly employee’s
voluntary contributions to UAW V-Cap, providing each employee executes the appropriate
authorization. Employees who choose to participate may not enter or revise their deduction more
than once per year but may stop the deduction at any time. Such amounts will be remitted to the
Union no later than the seventh (7th) day of the succeeding month. The Company will not deduct
or account for any arrearages.

Article 7
Representation

Section 1. The employees shall have the right to be represented by a Shop Committee of not
more than four (4) members, including the Chairperson, Vice Chairperson, Committee Person at
Large, and a Secretary. This committee shall be selected in any manner determined by the Union.
The Company shall negotiate with the Shop Committee as a representative of the Union. The
Chairperson shall be included in daily production meeting(s).
Members of the Bargaining Committee and Stewards shall be paid at their regular rates by the
Company for necessary time spent during regular working hours in meetings with the Company or
in adjusting grievances in accordance with the grievance procedure. This shall be limited, except
as noted in the paragraph below, to actual working time lost as a result of being in such activities
while the plant is operating.
The Company and the Union agree that they will both strive to schedule and conduct all necessary
meetings within the regular working hours of the employees involved to the extent that

circumstances will allow. To accomplish this, the Company agrees to allow adequate time in
scheduling meetings so that anticipated business matters can be completed by the end of an
employee’s regular shift. If such adequate time is not allowed, then all employees involved will be
paid at a straight time rate for time spent in meetings that, at the request of the Company, start
after the regular shift hours of the employees or that are not concluded by the end of the regular
shift hours but are continued with the concurrence of the Company.
Section 2. The Company shall recognize one (1) shop steward for each 8-hour shift and one (1)
shop steward and one (1) back-up for each 12-hour shift, for a total of eleven (11) six (6) stewards.
Stewards shall have regular assigned work to perform and function as Union representatives
outlined in the Contract and Grievance Procedure.
Section 3. The Company agrees that there will be no discrimination against any employee
because he/she serves on the Shop Committee or because he/she renders any other service to
the Union.
Section 4. Shop committee members shall lead the plant seniority list for the purpose of layoff and
recall only.
a) In the event their natural seniority does not allow them to remain in their classification, they
will be governed by the layoff procedure;
b) In the event their natural seniority does not allow them to remain in the plant, they may
exercise their special seniority privileges against the senior employee plant wide.
c) For the purposes of layoff or recall, all Shop Committee members shall have preferential
seniority over stewards.
Section 5. Stewards shall head the seniority list for their group on their shift for the purpose of
layoff and recall only.
1. In the event their natural seniority does not allow them to remain in their classification, they
will be governed by the layoff procedure within the group on the shift;
2. In the event their natural seniority does not allow them to remain in the plant, they may
exercise their special seniority privileges against the least senior employee within the group
on the shift that their work history entitles them to.
Section 6. Any employee elected or appointed to office in the International Union, United
Automobile, Aerospace and Agricultural Implement Workers of America, Local Number 2021
thereof, or any other office in the UAW shall hold his/her original seniority rights at the termination
of this term of office.
Section 7. The Shop Committee and/or representatives of the International Union, with
notification, will be permitted to enter the plant at any time.
Section 8. It shall be the duty of the Shop committee and the Company to cooperate with the
employees in the strict observance of this section of this Agreement, to the end that the initial
interests of the parties hereto may be promoted and harmony and cooperation may be maintained
at all times.
Section 9. The Company will provide the Shop Committee with space in the plant and equipment
to include a desk, chairs and filing cabinet. The Union will ensure that the space and equipment

be used for legitimate Union business. The Company will furnish the Union with a bulletin board in
the plant on which the Union may post notices.
Section 10. Members of the Shop Committee will be allowed to leave their job two (2) hours
before a scheduled Union business meeting with Management.
Section 11. Members of the Shop Committee and stewards shall be provided reasonable time,
without loss of pay, during working hours for the purpose of grievance investigation and contract
administration and negotiations.
Section 12. The Company will advise in writing, the Chairperson of the Shop Committee, of the
establishment of any new rules or changes in present rules, with proper notification prior to the
effective date, with fourteen (14) calendar days’ notice whenever possible.
Section 13. The Members of the Union, by approval of this Agreement by a majority thereof,
delegate their Shop Committee as their representatives for meeting with the Company upon all
matters contained within this Agreement, and for the settlement of any dispute or grievance which
may now exist or which may arise during the term of this Agreement.
Section 14. The Union will be allowed up to one (1) hour for up to two (2) representatives to
participate in new hire orientation.

Article 8
Seniority

Section 1. Seniority is defined as an employee’s length of continuous service with the Company
since the employee’s most recent date of hire. Effective August 1, 2000, when more than one
employee is hired on the same day, seniority will be assigned alphabetically (surname) on date of
hire.
Section 2. The seniority list shall be updated quarterly and shall be posted on the bulletin board
and a copy given to the Unit Chairperson.
Section 3. It is understood that a Grammer Americas employee from a Grammer Americas plant
may hire into the Bowling Green Plant and bring accumulated Grammer Americas seniority for the
purpose of vacation and any economic benefit that is seniority driven, provided the employee has
terminated his/her employment with the other Grammer Americas plant. The Grammer Bowling
Green hire date will be used for all other seniority driven contractual purposes.
Employees who are laid off or lose their job due to plant closure will be placed on the Bowling
Green seniority list in the order of their original hire date and placed as a Production Operator.
Employees laid off will have the ability to transfer back to their home plant based on seniority.
Terminated employees who leave Grammer in good standing and/or laid off employees will receive
preferential hiring at Grammer Bowling Green.

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Article 9
Loss of Seniority

Seniority and the employment relationship shall terminate when an employee:
a) Voluntarily quits;
b) Is absent from work for three (3) consecutive scheduled working days without reporting the
reason for such absence;
c) Fails to report for work within three (3) consecutive scheduled working days following the
expiration of vacation, leave of absence or any excused/granted absence;
d) Fails to report to work as outlined in the recall procedure;
e) Is discharged for cause and discharge is not reversed through the Grievance Procedure;
f) Is laid off and not recalled to work for the Company within a period of three (3) years or the
length of the employee’s seniority, whichever is shorter;
g) Is absent from work due to any disabling illness or injury for a period of twenty-four (24)
months, or the length of the employee’s seniority, whichever is shorter (please refer to
Article 34, Section 4);
h) Works for another employer or is self-employed without Company approval while on a leave
of absence from the Company;
i) Falsifies their reasons to obtain a leave of absence;
j) Any bargaining unit employee accepting a supervisory position or any position in
management, shall retain but not gain his/her seniority for up to six months. If the employee
voluntarily leaves the salaried position within the six month time period, he/she may return
to a bargaining unit job where an opening exists and his/her seniority permits. After the six-
month period, the employee will relinquish all rights to return to his/her bargaining unit job
In the event of a loss of seniority, the employee and the bargaining committee will be notified in
writing.

Article 10
Employee Records

Employees are responsible for notifying the Company of changes to personal information within
seven (7) calendar days. This includes marital status, dependents, insurance beneficiaries,
emergency contacts, addresses and phone numbers. Notify the Human Resources Department of
any changes to this information. The Company shall be entitled to reply utilizing the last
information shown on the records for all purposes.

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Article 11

Probationary Employees

At the beginning of employment with Grammer Americas, each employee will be placed in a sixty
(60) calendar day probationary period, for the purpose of training and assessment of skills and
abilities, as well as work habits. Probation may be extended an additional thirty (30) calendar days
upon mutual agreement by the Bargaining Committee and the Company. A probationary
employee has no seniority and may be laid off, discharged or otherwise terminated at the sole
discretion of the Company. When probation is completed, an employee shall be given seniority
from the date of hire.
Probationary employees who have become Union members are entitled to representation as are
all other seniority-holding employees.

Article 12
Hours of Operation

Section 1. For the eight- hour shift schedule, the regular work week is Monday through Friday and
will run five (5) days at twenty-four (24) hours a day. Therefore, current regular hours will be set in
three (3) groups of eight (8) hour shifts with employees working forty (40) hour weeks.
The workweek shall be deemed to start, beginning with the third (3 rd ) shift on Sunday. The current
schedules are as follows:

Shifts Hours
First (1 st ) (Days) 7:00 a.m. – 3:00 p.m.
Second (2 nd ) (Afternoons) 3:00 p.m. – 11:00 p.m.
Third (3 rd ) (Midnights) 11:00 p.m. – 7:00 a.m.

Forty (40) Hour Work Week

Section 2. Breaks and Lunch - Employees will be scheduled for two (2) ten-minute paid breaks
and a twenty (20) minute paid lunch during an eight (8) hour shift. Employees who are scheduled
to work in excess of eight (8) hours per day will receive two (2) breaks for the four (4) hours
worked. A fifteen (15) minute break will be given between shifts, and the other break will be a ten
(10) minute break.
Section 3. The starting and finishing times of an individual or group or a department or shift may
be modified by the Company with proper written notification to the Union. The Company and the
Union mutually recognize that the business’ responsibility to the customer could require a change
to established work schedules.

Should it become necessary, the company has the right to establish new plant work schedules and
hours, provided that the Company first discusses with the Union, and then gives notice to the
Union, in writing, thirty (30) calendar days prior to implementation. This notice will explain the
business conditions that require the establishment of new work schedules and hours of work.
The Company and the Union will establish a Memorandum of Understanding with respect to the
Labor Agreement, economic terms and non-economic terms, affected by changes to the work
schedule.

Article 13

Temporary/Summer/Part-Time Help

Section 1. Temporary Help. From time to time the Company will employ temporary employees
through an outside service, as needs dictate, in the Operator Classification. Temporary employees
will be placed on the regular payroll if employed for ninety (90) calendar days.
Temporary employees may be terminated at the discretion of the Company and have no rights
under this Collective Bargaining Agreement.
The Company will not utilize temporary help when the regular employees are laid off.
Section 2. Summer Help. In an effort to provide more employees an opportunity to take vacation
during summer months it is agreed that if production levels warrant, management will hire a
temporary work force to supplement the current workforce. The temporary employees would be
employed during the months of May through September 30, and will be paid at a rate equal to the
new hire rate for the Press Operator Classification, minus $.50 per hour. They will not be covered
by the Collective Bargaining Agreement and have no rights under this Collective Bargaining
Agreement. Summer employees may be hired full-time at the discretion of the company. Summer
help hired full-time will be treated as new employees from their full-time date of hire.
Section 3. Part-Time Help. The Company will employ part time employees in its staffing
strategy. The following conditions will apply to all hourly employees of the Company hired as part
time.
1. Part time employees will be covered under the provisions of the Collective Bargaining
Agreement and shall become members of the Union within 30 calendar days of
employment.
2. Part time employees will have the same probationary period as regular full time employees.
3. Part time employees will have separate seniority from regular, full time employees.
4. Part time employees will only be employees in the operator classification and are not eligible
for bidding and transfer opportunities.
5. Part time employees will not be able to switch seniority between part time status and full
time status. Part time employees who become employed on a full time basis will comply with
all other provisions of the Agreement for full time employees except the probationary period.
Part time employees that become full time employees will have a date of entry to full time
status, and will not be subject to the probationary period.

6. Part time employees will work a minimum of eight (8) hours per week and a maximum of
thirty six (36) hours per week. If full time employees have refused overtime and work for the
part time employee is available, then the maximum hours can be extended.
7. Part time employees will not be eligible for benefits set forth for full time employees, unless
expressly called out in the Agreement.
8. Part time employees will be eligible for inclusion in the 401(K) Plan as the result of
regulatory requirements for participation.

Article 14

Job Classifications and Rates of Pay
Base Hourly Wage Structure

Following is the schedule of wages to be paid to senior employees hired before 1/1/2011:

2/1/2024 1/1/2025 6/1/2025
Operators $19.30 $19.80 $20.30
Relief Operator $19.60 $20.10 $20.60
Resin Handler $19.80 $20.30 $20.80
Material Handler $19.80 $20.30 $20.80
Auditor $19.80 $20.30 $20.80
Shipping/Receiving $19.80 $20.30 $20.80
Mold Changer $21.80 $22.30 $22.80

Following are the schedules of wages to be paid to employees hired after 1/1/2011:

Operators 2/1/2024 1/1/2025 6/1/2025
New Hire Starting Rate $18.25 $18.75 $19.25
6 Months $18.45 $18.95 $19.45
1 Year $18.65 $19.15 $19.65
18 Months $18.85 $19.35 $19.85
2 Years $19.05 $19.55 $20.05
3 Years $19.30 $19.80 $20.30

When an employee successfully bids into a different classification, the hourly rate will be adjusted
based on the applicable table below. Any subsequent return to the operator classification will
result in pay being restored to the rate in the operator table where the employee’s seniority dictates
on the date of return to the operator classification.

Relief Operator

Plant Seniority 2/1/2024 1/1/2025 6/1/2025
Less than 6 months from Hire

Date $18.75 $19.25 $19.75

6 months – from Hire Date $19.10 $19.60 $20.10
12 months – from Hire Date $19.45 $19.95 $20.45
18 months – from Hire Date $19.60 $20.10 $20.60

Resin Handler, Material Handler, Auditor, Shipping/Receiving

Plant Seniority 2/1/2024 1/1/2025 6/1/2025
Less than 6 months from
Hire Date $18.75 $19.25 $19.75

6 months – from Hire Date $19.10 $19.60 $20.10

12 months – from Hire Date $19.45 $19.95 $20.45
18 months – from Hire Date $19.80 $20.30 $20.80

Mold Changer

Plant Seniority 2/1/2024 1/1/2025 6/1/2025
Less than 6 months $20.25 $20.75 $21.25
6 months $21.25 $21.75 $22.25
12 months $21.80 $22.30 $22.80

Rate changes will take effect on the first day of the pay period following the employee’s
anniversary date.

Signing Bonus Qualifications

Paid within two weeks of
contract effective date

All Active Union members with one year of
seniority employed on date of ratification

$1,500

All Active Union members with at least 90
days or less than one year of seniority
employed on date of ratification

$750

*Bonus will be paid by separate check
Shift Differential Pay – Employees on the second shift (3 p.m. – 11 p.m) and the 12-hour night
shift (7 p.m. – 7 a.m.) shall receive shift differential pay of one dollar and fifty cents ($1.50) per
hour for all hours worked on their assigned shift. Employees on the third shift (11 p.m. – 7 a.m.)
shall receive shift differential pay of one dollar ($1.00) per hour for all hours worked on their
assigned shift.
Pay Period and Pay Day – For eight (8) hour shift employees, the standard pay period runs for
seven days, Monday through Sunday. Employees will be paid for the period on the following
Thursday and Friday. Employees using direct deposit will be paid on Friday.

For twelve (12)-hour shift employees, the standard pay period runs for seven days, Sunday
through Saturday. Employees will be paid for the period on the following Thursday and Friday.
Employees using direct deposit will be paid on Friday.

Industrial Injury – Any employee sent out of the plant by the Company for medical treatment of an
industrial injury during regularly scheduled working hours shall receive his/her regular straight time
pay for the time necessary to receive such treatment during the regular scheduled shift on the day
of the injury.
Employee must return to work following treatment to advise Company on condition.

Article 15
Re-Assignment

Section 1. When there is a temporary vacancy due to vacation, sick leave, FMLA, or absence,
etc., the Company can re-assign employees on the shift to fill the vacancy on a temporary basis,
within the hourly classifications as needed.
Section 2. When there is a lack of work or added work in a classification the Company can re-
assign hourly employees, and if necessary, provide them with appropriate training.
Section 3. The re-assigned hourly employees shall receive the higher of his/her rate of pay or the
rate of the job assigned.
Section 4. It is the Company practice to utilize employees that have been trained in the
responsibilities to which they are being reassigned. During periods of high employment activity
(turnover), many of the alternate employees being awarded the classifications for which they had
previously been used as alternates. A stable employment situation will allow the Company to train
more employees in alternate duties. The Company will place a sign up sheet in the bid book for
employees who wish to be considered for alternate assignments.

Article 16
Bidding and Transfers

Section 1. All job openings on all shifts will be filled through the selection of employees who have
previously placed their names in the bid book. Employees will have the opportunity to nominate
themselves for openings that occur during a pre-selected ninety (90) day open bidding period. The
official bid book will be kept in the production office. Employees will be required to resubmit their
names when the list expires after the ninety (90) day period. Employees can remove their name
from the bid book during the ninety (90) day period. The Company will post a notice 48 hours in
advance of its intent to fill a job opening and any subsequent job openings, from the bid book to
give all employees the opportunity to add or remove their name from the bid book.

Section 2. Based on the names in the bid book at the end of the 48-hour period, Press Operator
and Relief Operator bid(s) will be awarded to the senior bidder not under bid restriction. Bids for all
other classifications will be awarded to the senior bidder not under bid restriction whose skills,
ability, work record, and attendance would indicate a high probability of successfully performing the
job as reasonably determined by management after consultation with the Bargaining Committee. In
the event there are no successful bidders, the senior employee on layoff will be recalled, providing
they have the necessary skills, ability, work record and attendance that would indicate a high
probability of successfully performing the job as reasonably determined by management after
consultation with the Bargaining Committee. Successful bidders must accept the open job.
Bids will be posted for, at a minimum, one back up per classification, per shift, as outlined per the
information above. Back up bids will be shift specific, meaning employees from other shifts are not
permitted to bid on back up bids.
Section 3. Employees may be awarded a bid on any job without limitation, except in the case of
an employee being awarded a bid in a lower or equal classification than his/her current
classification, or declining a bid; in these cases, the employee will be restricted from bidding for a
period of six (6) months. Bidding to another shift, within classification, will not be restricted.
Section 4. If an employee is disqualified, either voluntarily or by the Company, within thirty (30)
working days of entering into a classification, he/she will return to his/her former job.
Section 5. If an employee is disqualified either voluntarily or by the Company, more than thirty
(30) working days after entering into a classification, he/she will be utilized in the press operator
classification wherever an opening exists and his/her seniority allows him/her to move.
Section 6. If an employee disqualifies himself/herself from a classification, he/she will be
restricted from bidding back into that classification for six (6) months. If the company disqualifies an
employee, he/she will not be restricted from bidding.
Section 7. The Company may hire press operators (probationary employees) at their discretion.
For other classifications, the Company may hire from the outside if there are no successful bidders.
Section 8. Operator openings on all shifts will be posted when they become available; however,
the Company reserves the right to delay the transfer of the operator to his/her permanent shift until
the completion of the probationary period of the new hire. The Company will hire from the outside
and the shift of hire will be the new hire’s permanent shift should there be no bidders.
Section 9. Unlimited permanent voluntary shift transfers will be permitted based on the availability
of interested employees. Employees may request a permanent voluntary shift transfer by
submitting a Voluntary Shift Transfer Request Form to the Human Resources Department.
Requests will be prioritized based on the date and time received by the Human Resources
Department.
Section 10. A temporary voluntary shift transfer will be permitted based on the availability of
interested employees. Employees may request no more than two (2) temporary voluntary shift
transfers per calendar year by submitting a Voluntary Shift Transfer form to the Human Resources
Department. A temporary voluntary shift transfer will be permitted for a minimum of one (1) week
and a maximum of 12 weeks. Employees will receive applicable shift premium for the shift worked.

Section 11. All newly created classifications shall be posted by the Company for a period of three
(3) working days. The posting will include a list of job requirements, the shift and the rate of pay.

Article 17
Work Standards

Section1. When the Company establishes work standards, it shall do so on the basis of fairness
and equity in that such standards shall be based on the reasonable working capacities of normal
experienced employees working at a normal pace to produce quality work in the manner that the
Company prescribes.
Section 2. The Union recognizes that it has a joint responsibility with management in maintaining
production processes and standards in a cooperative effort in the plant. The Union and the
Company commit to making every reasonable effort to eliminate waste, improve the quality of the
product and make the operation of the facility more efficient.

Article 18
Reporting Pay

Section 1. An employee permitted to come to work on his regular shift without having been
notified that there will be no work, shall be given two (2) hours of work or receive a minimum of two
(2) hours of pay at his/her current straight time regular hourly rate, plus any applicable Saturday,
Sunday or holiday premium; provided, however, that the employee must accept two (2) hours at
whatever work he/she is assigned by the Company. This paragraph shall not apply in cases of
labor disputes among or with any of the affiliated groups of the UAW, on account of acts of God or
unexpected events or occurrences including, but not limited to, machine or equipment breakdowns
beyond the control of the Company. Employees will be advised of such shutdowns as soon as
possible.
Section 2. Volunteers to leave will not be paid.

Article 19
Call In Pay

An employee called in to work having not been scheduled to work on that day shall be paid for the
actual hours worked at the appropriate premium for the day or a minimum of four (4) hours pay at
his/her regular straight time rate, whichever is greater. Employees will be called in seniority order,
most senior employee first by shift within classification.

19
Article 20
Call Back Pay

Whenever an employee is required to return to work after the competition of his/her regularly
scheduled working hours, he/she shall receive pay for the actual time worked at the appropriate
premium or a minimum of four (4) hours pay at his/her regular straight time rate, whichever is
greater.

Article 21
Overtime

Section 1. When an employee works beyond forty (40) hours in any regular work week, pay will
be calculated at a rate of time and one half the regular straight time hourly rate. Holiday hours
(when the Holiday falls on the employee’s day of work), vacation days, jury duty, bereavement,
approved Union leave and lack of work hours will be used in calculating the forty (40) hours each
week.
Section 2. Eight (8)-hour shift employees working on a Sunday will receive overtime at the rate of
double the regular hourly rate.
Third (3 rd ) shift employees required to report prior to their regular Monday shift start time, at start
up, will be paid at the double time rate, providing they work at least forty (40) hours in that week.
Section 3. Employees working on a Holiday (article listed herein) will receive overtime at the rate
of double the regular hourly rate, plus holiday pay if they qualify.
Section 4. Daily Overtime. When the need exists to work overtime the Company will offer such
overtime to the employees regularly assigned to the affected classification on the preceding and
succeeding shifts. The most senior shall be given the first opportunity to volunteer for the overtime
and then the next most senior and so forth until the need is filled. Volunteers for daily overtime may
be taken from the signup sheet. Once scheduled/posted the employees must work.
When an employee volunteers or is forced for daily overtime, that employee cannot be forced in
early or over late on their next scheduled shift. Exceptions to this may be made due to plant
emergencies and will be mutually agreed upon by Union and the Company.

(A) If the need for overtime is not filled voluntarily, the Company will force the least
senior employee within classification and then the next least senior, etc. to work the
overtime in four (4) hour increments, depending on the needs of the Company.

These overtime periods will consist of the first (1 st ) half of the shift and/or the second
(2 n ) half of the shift. As, above the next time during the same week that it becomes
necessary to force overtime, the next least senior employee within classification will
be forced. If overtime needs are not met, the Company may force the least senior
qualified employee plant-wide to work the overtime.

Operator Classification Overtime
 Voluntary Operators – other shifts
 Other classification volunteer – other shifts
Auditor, Resin Handler, Material Handler, Relief Operator, Mold Changer, Shipping &
Receiving

 Within classification volunteers – other shifts
 Back-up – from other shifts (after all on shift backups have been utilized)
 Qualified (as determined by Management) volunteers – from the shift.
 Qualified (as determined by Management) volunteers – other shift.

For overtime on scheduled workdays, no later than two (2) hours prior to the end of the shift, if
staying over, or by the end of the shift if coming in early on the next scheduled day.
Section 5. Saturday and Sunday Overtime

A. When the need exists to work Saturday and/or Sunday overtime the Company will
make every effort to award such overtime on or before the employee’s Thursday
shift for Saturday and on or before the employee’s Friday shift to Sunday, whenever
possible. The most senior employee in the classification on the shift shall be given
the first volunteer for the overtime, the next most senior and so forth until the need is
filled. Once scheduled/posted the employees must work. Classification needs will be
met in the following order.
Operator Classification Overtime Sequence
 Voluntary, Trained Operators – on shift
 Other Classification Trained Volunteers – on shift
 Invoke Mandatory Overtime
 Refer to Section 2 Daily “Overtime”
(B) Employees holding back-up position may volunteer to work Saturday in their bid
back-up classifications as long as no employees with higher on shift seniority have
been scheduled (mandated) in their original bid classification. In this case,
employees in the full-time classification will be marked blank. Example: An Operator
may volunteer and be scheduled as a Material Handler as long as no Operators with
higher seniority have been scheduled on their shift. Regarding weekend and
Holiday overtime, the most senior backup will have the first opportunity and so forth.
(C) If employee is scheduled to work on Saturday and not needed after reporting, the
day will be counted as a Saturday worked.
(D) To ensure a consistent practice, when the production schedule is reduced, senior
employees within the classification who are mandated to work within the
classification will have the option to leave the plant before volunteer employees are
released.

(E) Sunday/Holiday Overtime
 All classification will be scheduled in seniority order by shift until the needs of
each shift have been met. Volunteers must be trained on jobs running at the
time of production.
 Those who have volunteered to work but were not scheduled may volunteer
to work on another shift providing that their seniority permits, and they have
met 8-hours rest period break between their shift last worked and the shift
request.

Section 6. When is necessary for employees to work overtime on weekends, the company will not
require any employee to work more than two (2) consecutive Sundays. In addition, employees
may, with 24-hours advance notice, identify eight (8) weekends per year in which they cannot be
forced to work. Company will accommodate at least three (3) such request per shift in the operator
classification and two (2) request total for all other classification, provided these two requests are
not in the same classification. Employees wishing to cancel or reschedule a schedule weekend off
must do so with at least twenty four (24) hours advance notice. Failure to do so will result in the
employee being charge with the used of one (1) of his/her allotted weekends.
Employees may reschedule no more than two (2) weekends off at one time. Requests received
during the month of January will be considered on a seniority basis. Request received after
January 31 st will be considered on a first come, first serve basis.
Section 7. Employees using eight (8) hours of vacation on Monday or Friday will be excused from
that weekend’s overtime. Employees using four (4) hours of vacation on Monday or Friday will not
be excused from that weekend’s overtime. If there are openings available, employees will be
permitted to schedule weekend vacation after weekend overtime is posted.
Employees using vacation on Monday cannot be forced to stay over on the prior Friday.
Employees using vacation on Friday cannot be forced to come in early on the following Monday.

Article 22
Reduction and Layoffs

Section 1. The Company agrees to post a daily signup sheet for lack of work, allowing employees
to volunteer to be sent home, in accordance with the company practice of using volunteers to
reduce the workforce on a daily basis.
Section 2. Probationary employees shall be laid off first, followed by part-time employees.
Section 3. When a decrease in the work force is necessary in any classification, the least senior
employee in that classification will be reduced.
Section 4. When an employee is reduced from his/her classification, he/she shall displace the
least senior employee in any lower classification plant wide whose job he/she is immediately
qualified to perform based on the reasonable determination by management. This shall become
the employee’s permanent classification if the classification from which the employee was reduced
does not become available within one (1) year.
Section 5. In the event of a layoff the Company will offer a voluntary layoff. There must be a layoff
in the employee’s job classification, and requests will be honored by seniority, provided that the
remaining classified employees have the ability/skills to perform all required functions. The
employee may be laid off for a defined period not to exceed thirty (30) calendar days with an option
to extend once for up to thirty (30) calendar days. The employee must return at the expiration of
the voluntary layoff if seniority allows the return. The Company reserves the right to recall any
voluntary laid off employee based on work needs.
Section 6. This article does not apply to situations when the hours in a work week are reduced.

Article 23

Seniority – Retention While Laid Off

Section 1. Non-probationary employees, at the time of layoff, shall retain their seniority for a
period equal to their accumulated seniority up to three (3) years.
Section 2. The Company will inform the Chairperson of the Shop Committee, in writing, of laid off
employees that have their seniority expired and are removed from the seniority list.

Article 24
Recall

Section 1. Employees shall be recalled in the reverse order of layoff.
Section 2. When an increase in force is necessary, the Company shall notify employees to be
recalled by phone, personal contact or certified/registered mail sent to last known address. In the
event a letter is used to provide notification of recall, such recalled employee must notify the
Company of intent to return within three (3) days of receipt of letter. Employees recalled to work

shall not be required to return to work any sooner than five (5) days of receipt of notification of
recall. Employees who fail to return to work when scheduled will lose their seniority.
In the event such recall notification is returned to the Company, unclaimed, no sooner than seven
(7) days from mailing, all seniority ceases.
Section 3. When an employee returns from a leave of absence or layoff of more than ninety (90)
days, he/she shall be retrained and shall re-qualify within thirty (30) working days of recall.

Article 25
Leaves of Absence

Personal Leaves – Employees may request personal leaves of absence without pay. The granting
of such leaves is entirely within the discretion of management, whereas, we will consider the
necessity of the request, the length of the leave, production requirements and the employee’s
entire work record. The employee will be charged with one (1) point in the Attendance Program.
Family and Medical Leave Act – We will adhere to the Family and Medical Leave Act (FMLA) of
1993 for eligible employees.
Medical Leaves of Absence – Medical leaves of absence will be granted for illness or injury upon
presentation of satisfactory medical evidence. Such leaves shall remain in effect for a maximum of
thirty (30) days or the length of time indicated by the employee’s physician or less. Such leaves
may be extended for periods of thirty (30) days or less upon presentation of additional satisfactory
medical evidence until the employee is recovered and certified able to return to work by the
employee’s physician.
The Company may have an employee examined by the Company physician at Company cost. If
the Company physician disagrees with the employee’s physician, a mutually selected impartial
third physician shall examine the employee and the third physician’s opinion shall be final and
binding as of the day it is rendered. The Company shall pay for the examination of the third
physician.
Employees returning to work from a leave of absence, who are unable to perform former job
duties, with or without accommodation, and who return to leave of absence status within thirty (30)
calendar days of returning to work, will not be credited with the time worked for the purpose of
retaining seniority (see Article on Loss of Seniority).
Military Leave – Enlistees in the Armed Services of the United States will be granted all the
benefits accorded them by the Universal Training Service Act provided the employee makes a
request for the leave by providing a copy of the military orders as soon as they are received.
An employee shall be granted a leave of absence as a Reservist of the Armed Forces of the
United States or National Guard to perform training duty and shall, upon his/her return to work, be
reinstated to the job he/she left. An employee who performs training duty and who has one (1) year
or more continuous service at the time he/she starts on such training duty and who is required to
attend such training duty for the purpose of maintaining his/her active reserve status, will, if the

training duty requires his/her absence from work for five (5) or more consecutive working days, be
paid for the time involved, but not to exceed seven (7) scheduled working days in a calendar year,
the difference if any, between the amount of base pay ( including extra pay such as for flying or
sea duty) received from the Government and the rate of his/her regular classification.
In addition to normal allowance provided for training duty, in the event the individual shall be called
to active duty on a non-voluntary basis due to short-term activation of his/her unit for the purposes
of responding to a public emergency, he/she shall be eligible for pay differential of up to seven (7)
additional scheduled work days pay as outlined above in any calendar year. Military leaves will be
granted in accordance with Federal and State Law.
Pregnancy Leave – The company will grant leave of absence to pregnant employees in full
accordance with state and federal law.
Union Leave – Any employee being duly elected or appointed to permanent office with the
International or Local Union necessitating a leave of absence shall be granted such leave of
absence without pay and shall retain and accumulate seniority during such a leave of absence.
Such leaves of absence will be termed as indefinite and remain in full effect until twenty (20) days
after such employee terminates his/her assignment.
Local Union Representatives or members who are designated to attend bona fide Union activities
will be granted reasonable time off the job, consistent with the Company’s operational needs.
The Union will request Union leave by submitting a Time Off Request Form.

Article 26
Bereavement Provisions

Section 1. Any full time employee who has completed the probationary period will be eligible for a
leave of absence on the occasion of a death in the employee’s family as outlined below.
Five (5) Days With Pay
 Spouse
 Child / Step-Child
 Parent / Step-Parent
 Life Partner

Three (3) Days With Pay

 Son / Daughter-in-Law
 Parent-in-Law
 Brother / Sister-in-Law
 Niece / Nephew
 Grandparent
 Siblings
 Grandparents

Day of Funeral With Pay

 Great-Grandparent of
employee or current spouse
 Grandparent of current spouse
 Aunt / Uncle

Siblings include brothers/sisters, step-brothers/ sisters, half-brothers/sisters.
All pay will be at straight-time rate for scheduled work days from the date of death up through the
funeral or memorial service. An employee will not be compensated for his/her scheduled days off.

Proof of relationship and attendance is required and an employee must attend the funeral to
receive the bereavement benefit.
Section 2. Eligibility of Benefit-

a. Employees who have not completed their probationary period may receive time off in
the event of a death in the immediate family as covered in Section 1, but will not
receive pay for time off.
b. Employees who are on leave of absence or layoff status are not eligible for this
benefit as they have not lost wages and were not scheduled to work.
c. Bereavement days shall be counted as qualifying for holiday pay.

Article 27
Jury Duty

The Company encourages employees to honor their obligations with respect to jury duty. Any
employee who is requested to serve jury duty will be granted the time off, provided that proper
documentation is provided from the court. All employees selected must notify the Company as
soon as possible. The Company will pay (straight-time rate) the employee service on jury for the
time missed from work for up to twenty (20) scheduled working days. As a rule, an employee who
can work greater than four (4) hours of his/her shift should return to work when dismissed from jury
duty. However, regardless of the number of hours involved, an employee must contact the Human
Resources Department or other management officials (of the plant) to determine his/her reporting
requirements.
Second (2 nd ) and third (3 rd ) shift employees will be worked with on a case-by-case basis, so that
hours worked are both reasonable for both employee and the Company.

Article 28
Health and Safety

Section 1. The Company shall maintain and create a safe working environment for its employees.
Where an employee or group of employees are of the opinion that a condition(s) violates this
section, he/she or they will follow the chain of command before filing a grievance, unless such
condition is grave enough to require immediate action, and it shall be referred to a Management
Health & Safety Representative and a Union Health & Safety Committee Representative for
determination.
Section 2. A joint Management and Union Environmental Health and Safety Committee will be
established consisting of an equal number of members designated by Management and the Union.
The Union shall also name one (1) alternate member to serve in the event one of the regular
members is absent. The Committee shall meet on a monthly basis as needed and a safety
inspection will occur in conjunction with said Safety Committee meeting. The time and frequency of
the meeting and of the inspection may be changed by mutual agreement.

The Company agrees to compensate (at their regular straight time rate) Union Health and Safety
Representatives who attend Committee meetings.
The Company and Union will review and replace Committee members who are disruptive or
nonproductive (poor attendance, poor attitude, not a team player).
Section 3. In the event personal safety equipment is mandatory for certain jobs, the Company
agrees to bear the expense of items (with exceptions that are noted):
1. Safety glasses will be issued to employees at time of hire; also, the Company will replace
glasses that are damaged during normal wear. However, employees will have to purchase,
at the Company’s cost, safety glasses that are lost or intentionally damaged by the
employee. Employees will turn in their worn glasses when asking for a new pair.
2. The Company will supply the appropriate hearing protection in all designated areas (as
deemed by the Company).
3. The Company, where needed, will furnish gloves and arm guards for Operators; however,
employees will purchase, at the Company’s cost, cut resistant gloves and arm guards that
have been lost or intentionally damaged by the employee.
4. It is the responsibility of the employee to use safety equipment where required by the
Company.
Section 4. Management will supply prescription safety glasses (see Vendor, Cost and Frequency)
for new employees who complete their probationary period. Management will replace safety
prescription glasses in the event that the employee’s prescription changes, or if in the course of
performance of his/her job duties, the employee’s glasses are broken or otherwise rendered
unusable. Employees will be responsible for replacing glasses (the total cost of the glasses) that
are lost or intentionally damaged by the employee.
Vendor, Cost and Frequency
The Company will pay $100 towards the material cost of one (1) pair of prescription protective
eyewear once in a twelve (12) month time period. Employees will be required to reimburse the
Company for amounts exceeding the $100.00 limit. Professional fees, such as examination and
dispensing fees, are the responsibility of the employee.
The Company will pay $250 per twelve (12) month period towards the cost of ANSI approved
protective toe work shoes or boots for those employees required to wear safety footwear. Some
job classifications may require safety shoes or boots with metatarsal and/or electrical safety rating.
The Company will communicate and train those affected by these additional requirements.
Section 5. The Company will supply a First Aid Station, which will be supplied and located in a
suitable location.
Section 6. The Company shall provide adequate restroom facilities and maintain such in a clean
and sanitary fashion.
Section 7. The Company will provide an outside covered shelter for the purpose of a smoking
break area. We encourage all parties to quit smoking.
Section 8. The Company agrees to prioritize air quality and to keep the facility free of fog and any
other cancer-causing smoke or debris.

Section 9. In an effort to maintain a safe work environment free of all recognized hazards and/or
conditions, which could reasonably be expected to result in serious physical harm or fatality;
Management and the Union, together, will take immediate actions to mitigate the hazard and re-
establish safe work and/or conditions.

Article 29
Supervision

Supervisors or other salaried personnel shall not perform work ordinarily assigned to a member of
the bargaining unit except: (1) performance of experimental and development work on production
equipment; (2) in the instruction of work methods or procedures, (3) in the performance of
necessary work when production difficulties are encountered, including when schedule can’t be
met otherwise to meet customer obligations. It is understood that the above described work by
such supervisor or other salaried personnel shall be only for the purpose set forth and not for the
purpose of displacing direct workers.

Article 30
Grievance Procedure

Section 1. Grievances. A grievance is any dispute between the Company and the Union, and/or
an employee regarding the interpretation or application of this Agreement. (The Company will
address grievance issues that are disputes regarding interpretation or application of the Labor
Agreement, and grievances with respect to discipline and discharge. Non-grievance issues, such
as personal problems, rumors, gossip and issues that are not violations of the Labor Agreement
should be brought to the supervisor. Questions for the Union or difference with the Union should
be brought up to the Shop Committee.) The provisions of this Article set forth the sole and
exclusive procedure for adjusting grievances.
A grievance must be raised for initial discussion within forty eight (48) hours, two (2) working days,
of the event that leads to the grievance. In the event that the employee and his/her supervisor do
not reach a satisfactory resolution of the dispute, the employee shall request his/her representative
through a supervisor. The supervisor shall get the representative for the employee as soon as
possible. The employee, with his/her representative, shall take the grievance up verally with the
supervisor, who will attempt to resolve the grievance.
If, in the opinion of the bargaining committee, this provision is abused by the supervisor, then they
can request a meeting to discuss this subject with appropriate Company representatives, which
shall include Plant Manager, Operations Manager and Human Resources Manager. If an answer
has not been provided within forty eight (48) hours, the grievance will move to Step 1.
Step 1. The employee and the representative will have ten (10) working days to file the written
Step 1 of the grievance form. The submitted grievance will go to the supervisor and a copy of the
grievance will be given to Human Resources.

Step 2. If the grievance is not settled at Step 1, or if the supervisor does not respond to the
grievance within the allotted time, the Shop Committee, with or without the employee, may submit
the grievance in writing to the Human Resource (or appropriate) Manager. A completed Grievance
Form must state the nature of the grievance, the provision or provisions of the Agreement allegedly
violated, where applicable, and the nature of the remedy sought by the employee. The written
grievance must be received by Management within forty eight (48) hours, two (2) working days of
the date the supervisor’s answer was due or received in Step 1, whichever is earlier.
If mutually agreeable by the Company and Union, a Step 2 meeting between the Bargaining
Committee members who are available to attend and the appropriate member(s) of Management
will be held to discuss the grievance. The Company’s answer to the grievance will be given within
five (5) scheduled working days of the Step 2 meeting or from the date the grievance was
presented, if no meeting is held.
Step 3. If the grievance is not settled at Step 2, or if the Company does not respond to the
grievance within the allotted time, the Union may refer the grievance to Step 3 by submitting the
grievance to the Human Resource (or appropriate) Manager. This must be done within five (5)
scheduled working days of the date the Company’s answer was due or received in Step 2,
whichever is earlier.
A Step 3 meeting will be held between the Bargaining Committee members who are available to
attend, the International Representative, and member(s) of Management. This meeting is to be
held within thirty (30) working days of the disposition given in Step 2. Every effort shall be made to
resolve the grievance during such meeting but a written disposition shall be given to the Union
within ten (10) scheduled working days of the Step 3 meeting.
The Company’s 3 rd step answer shall be considered final.
For the purposes of the grievance procedure, “working days” shall be defined Monday through
Friday, excluding Holiday’s.
Section 2. Arbitration. If the grievance is not settled in Step 3 or if the Company does not
respond to the grievance within the allotted time, the Union may appeal the grievance to arbitration
and must do so by giving written notice to the Human Resource Manager of the decision to
arbitrate within ten (10) working days of the date the Company’s answer was due or received,
whichever is earlier.
The Union shall request a panel of seven (7) arbitrators from the Federal Mediation and
Conciliation Service. The Union shall strike the first name and the parties shall alternate striking
names until one (1) name remains, and the person whose name remains shall be the arbitrator.
The arbitration hearing will be held at a neutral site (the cost of the site will be split equally.) If only
one (1) party requests a transcript, that party shall assume the full cost including that of the
arbitrator’s copy. Each party shall bear its own costs of preparing and presenting its case,
including the costs of witnesses and representatives. The fees and expenses of the arbitrator shall
be borne equally.
Section 3. Authority of Arbitrator. An arbitrator shall have the right to interpret this Agreement,
but shall have no authority to add or to detract from or modify in any way the express terms of this

agreement. The decision of the arbitrator shall be final and binding upon the Company, the Union
and the employees.
Section 4. Time Limits. Time is of the essence in handling grievances, and all time limits shall
be strictly maintained unless the parties mutually agree to the time limits in a particular case.
Thus, a grievance not timely raised or appealed shall be waived and settled as of the last answer
(a grievance not answered by the Company shall mean that the Company did not violate the
Agreement), and a grievance not answered by the Company shall be deemed to be timely denied
and is immediately appealed to the next step.
Section 5. Discipline Grievances. Grievances involving suspension will advance to the Second
Step for hearing. Grievances involving discharge shall advance directly to the Third Step for
hearing.
Section 6. Notification of Discharge. It is mutually agreed that when there is disciplinary action
involving suspension or discharge, the Management will notify the shift representative of such
actions before the employee is required to leave the plant. In absence of a representative, the
employee is required to leave the plant. In absence of a representative, the employee will be sent
home and the Supervisor or Appropriate Management official will contact the Bargaining
Committee as soon as possible.
Section 7. Internal Appeal Procedure. It is agreed that if the Union’s internal appeal procedure
or any agency or court decided that an employee’s grievance was improperly withdrawn from the
grievance procedure by the Union, the grievance shall be reinstated in the grievance procedure at
the step from which it was withdrawn. If such a grievance is arbitrated and decided in the
employee’s favor, the Company shall not be required to pay back pay for the period between the
withdrawal and the reinstatement of the grievance. This section can be terminated by either party
with thirty (30) days written notice.

Article 31
Vacation

Employees will be eligible for paid vacation according to the following schedule:

Years of Service

(as of December 31 of Vacation Year)

Vacation Hours

(to be used Jan 1 through Dec. 31)

Less than one (1) year 40 hours*
1 year 40 hours
2 years 64 hours
3 years 80 hours
5 Years 96 hours
8 years 120 hours
12 years 136 hours + 20 hours pay
15 years 184 hours
20 years 200 hours + 20 hours pay
22 years 208 hours

*Vacation must be taken to be earned. Employees must complete their probationary period prior to
scheduling vacation. Employees leaving the Company will be paid for unused vacation time.
An employee’s amount of vacation entitlement shall be based on the employee’s hire date and his
hours worked as of December 31 st of each year for the preceding twelve (12) months, and vacation
may not be carried over from one year to the next.
In order to be eligible for full vacation, an employee must have worked for Grammer a minimum of
fourteen hundred (1400) hours during the previous calendar year. If an employee worked less than
fourteen hundred (1400) hours, one tenth (1/10) of the normal vacation is earned for each one-
hundred forty (140) hours worked during the previous calendar year. This will include one hundred
sixty (160) hours of S&A and four hundred eighty (480) hours of documented work-related injury.
Vacation pay in excess of full eight (8) hour day increments will be paid by the last pay in
December.
During the year of hire, eight-hour shift employees will earn eight (8) hours of vacation for every
two hundred eighty (280) hours worked. These earned days must be taken in the year earned.
Eight-hour shift employees: Vacation will be used and paid in eight (8) hour increments; however,
an employee may elect to take up to two (2) of his/her vacation days in four (4) hour increments.
Vacation hours can only be taken during an employee’s regular shift and must have approval by
the company no later than the end of the employee’s regular shift on the day prior to the requested
vacation day.
One time per year, employees may request up to 40 hours of vacation pay in lieu of taking
vacation. Requested vacation pay must be in a four (4)-hour increment. This vacation pay will be
paid on the employee’s regular paycheck at straight-time and will not count towards hours worked
for overtime purposes.
Vacation requests cannot be submitted prior to November 1 st for the upcoming vacation year.
The 20 hours of vacation pay (for 12 and 20 year employees), as well as vacation not scheduled
by December 15 th each year will be paid by the last pay in December.
Management will authorize vacation requests in a way as to not jeopardize business requirements.

Article 32
Holidays

The Company will recognize a total of fifteen (15) paid Holidays. In order to be eligible for Holiday
pay, an employee must have completed his/her probationary period and have worked the entire
scheduled day before and after the Holiday, and the Holiday. Pay for Holidays will be as follows:
For eight (8)-hour shift employees, if a holiday falls on an employee’s scheduled workday, the
employee will receive eight (8) straight-time hours of pay.
Employees will be allowed up to thirty (30) minutes for tardiness without affecting their Holiday pay.
If employees leave early (unexcused) before the end of the shift, he/she will lose all of his/her
holiday pay. If management excuses the scheduled day(s) before or after the Holiday, then the day
before or after the excused day(s) will be the new qualifying day. If an employee is laid off one (1)
week or less prior to the week in which the Holiday falls, he/she shall receive pay for the Holidays.
When a Holiday falls on the weekend, Saturday Holiday will be observed on Friday and Sunday
Holiday will be observed on Monday. Eligible employees will be paid for such Holiday(s) when
mutually agreed upon by the Union and the Company. The Company will notify the Union prior to
Holiday observances being posted. Should the Company or the Union express an interest in
observing a Holiday other than stated above, the parties will meet to discuss in advance in order to
properly/timely notify the membership.
On holiday(s), should it be necessary to run production, the Company will take volunteers. In the
event a customer is running production, the Company will communicate with the Union prior to
mandating.
Holiday List:
Martin Luther King Jr. Three Holidays at Christmas*
Good Friday (Determined by the Company/Union)
Memorial Day Two Holidays at New Years*
Independence Day Determined by the Company/Union)
Labor Day Two Paid Personal Holidays**
Thanksgiving Day One Unpaid Personal Holiday**
Day After Thanksgiving (All Holiday Rules Apply)
*Three (3) Holidays at Christmas are normally Christmas Eve Day, Christmas Day, and the Day after Christmas. Two
(2) Holidays at New Years are normally New Years Eve Day and New Years Day. From year to year the Company
and Union may mutually agree to reschedule the Holidays for the benefit of employees.
**Same notification requirements as vacation days apply. Management will authorize personal holiday requests in a
way as to not jeopardize business requirements.

Article 33

Hospital/Medical Insurance Benefits

Section 1. Group Insurance Program. Employees are eligible for these benefits on the first day
of the month after completing sixty (60) calendar days of employment (On TMD Payroll).
.
On January 1, 2011 the Company will be adopting new enrollment eligibility requirements for
employee spouses. If an employee’s spouse is employed and eligible for medical benefits from
their employer, they will be required to enroll in that employer’s plan prior to being enrolled in
TMD’s medical benefits as a secondary insurance plan. Should the spouse be required to pay
more than 30% of their employer’s cost for a single premium, the spouse will be allowed to enroll in
the TMD medical benefits.
PPO Plan
The Company will provide hospital/medical benefits with the health plan provider of its choice
which are paid by the Company at 75% and offset by employee contributions of 25% effective
6/22/20. This will be a managed care plan (PPO) and will include major medical coverage,
emergency care, hospital room and board, surgery and maternity benefits subject to the following
deductibles and out-of-pocket limits:

Single Employee
+ 1 or
Family
Annual In Network Deductible $500 $1000
Annual Out of Network Deductible $1000 $2000
Annual In Network Out-of-Pocket $1500 $3000
Annual Out of Network Out-of-Pocket $3000 $6000

High-Deductible Health Plan (HDHP)
The Company will offer a high-deductible health plan to all employees. This is a managed care
plan (PPO) with in-network discounts that has a higher deductible. All covered benefits, including
prescription drugs, apply to the deductible. After the deductible is met, the plan has an 80/20 cost
share (co-insurance) where the plan pays 80% and the employee pays 20% up to an additional
$2000 in-network for single and $4000 in-network for family. Preventive care is covered at 100%
with no deductible. The HDHP is subject to the following deductibles and out-of-pocket limits:

Single Employee
+ 1 or
Family
Annual In Network Deductible $2000 $4000
Annual Out of Network Deductible $4000 $8000
Annual In Network Out-of-Pocket $4000 $8000
Annual Out of Network Out-of-Pocket $8000 $16000

The Company will also offer employees who choose the HDHP the opportunity to contribute to a
health savings account (HSA) to set aside pre-tax dollars to fund medical expenses.

Employee contributions are 5% for single coverage and employee plus one coverage, and 10% for
family coverage.
Section 2. Effective no later than May 1, 2017, the Company will offer 100% employee paid
dental and vision plans with the plan provider(s) of its choice.
Section 3. Prescription Drug Program. The Company will provide a prescription drug plan that
has a ten dollar ($10.00) co-pay on generic drugs, a twenty-five dollar ($25.00) co-pay on brand
name formulary drugs and a forty dollar ($40.00) co-pay on brand name non-formulary drugs.
Generic drugs are mandatory if available. A mail order drug program, which provides a ninety (90)
day drug supply with the same co-pays, will also be provided.
Effective January 1, 2011 prescription drug coverage will be subject to annual deductibles of $100
single and $200 family. Prescription costs for the HDHP are included in the deductible and out-of-
pocket.
Section 4. Insurance premiums will be paid by the Company, less the employee contribution, for
the first ten (10) weeks after separation due to lack of work, provided the employee keeps his/her
contribution current and is not more than twenty-nine (29) calendar days delinquent at any time. It
is the employee’s responsibility to be certain that contributions are current.
Insurance premiums will be paid by the company for employees on medical leaves of absence for
twelve (12) months, provided that the employee contribution towards the cost of insurance is paid
on a month-to-month basis or other suitable arrangements for payment have been made. It is the
employee’s responsibility to be certain that contributions are current.

Article 34

34
Other Benefits

Section 1. Life Insurance/Accidental Death & Dismemberment Insurance (AD&D). The
Company will provide, at no cost to employee, life insurance/AD&D Insurance based on the
following schedule. For employees on lay-off, life insurance and AD&D will continue for the month
employee is laid off and the next month.
Life Insurance & AD&D

January 1, 2024 - $45,000

Section 2. Sickness and Accident (S&A). A sickness and accident benefit is provided for a
maximum of 26 weeks. The benefit amount is 50% of base pay (40 hours).
Section 3. Flexible Spending Account. Once a year employees will be given the opportunity to
sign up to have weekly pre-tax deductions from their paychecks for a flexible spending account.

Article 35
401(K) Program

This plan will provide for a $.50 Company match for each $1.00 of employee contribution up to a
maximum of ten percent (10%) of the employee’s gross weekly compensation.

Article 36

Conflicts with Laws or Regulations

Section 1. If any provisions of this Agreement shall be held invalid or in conflict with any federal or
state law, the remainder of the contract shall not be affected hereby and the Company and the
Union will negotiate necessary revisions in the contract to bring it into compliance with applicable
provisions of the law.
The Company and the Union recognize their obligation to comply with all Federal and State Laws.

Article 37
Waiver

By this Agreement, the Company and the Union have set forth herein all the agreements between
them with respect to rate of pay, salaries, hours of employment, or other conditions of employment
of employees covered hereby. It is also acknowledged that during the negotiations of which
resulted in the Agreement, each party 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 understands and agreements arrived at by the parties after the exercise of
that right and opportunity are set forth in this Agreement. Therefore, the Company and the Union,
for the life of this Agreement each voluntarily and unqualifiedly waives the right, and each agrees
that the other shall not be obligated, to bargain collectively with respect to any subject or matter
referred to or covered in this Agreement, or with respect to any subject or matter not specifically
referred to or covered in this Agreement, even though such subject or matter may not have been
within the knowledge or contemplation of either or both of the parties at the time that they
negotiated or signed this agreement.

Article 38
Strike and Lockout

Section 1. The Company agrees that during the term of this Agreement it will not lock out any of
its employees, and the Union agrees that during the term of this agreement it will not authorize, nor
will it or any of its members cause, promote, instigate or take part in any strikes (including
sympathy strikes), work stoppage, slowdown, picketing or willful interference of the Company’s
work schedule, and it is agreed that any employee who engages in, organizes, leads, encourages,
or promotes any action contrary to the foregoing provisions will be subject to disciplinary action up
to and including discharge by the Company.

Article 39
Duration of Agreement

This Agreement shall continue in full force and effect until June 22, 2023 and thereafter as
provided for in this article. Should either party decide to terminate this Agreement on or after the
above date, said party shall give sixty (60) days written notice of such desire to the other party.
Upon the expiration of the said sixty (60) day written notice or the above date, whichever occurs
later, this Agreement shall be terminated unless this Agreement is extended by mutual agreement
of the parties hereto.
Should either party desire to modify, alter, or amend this Agreement on or after the above date,
said party shall give sixty (60) days written notice of such desire to the other party. In the event
such notice has been served and negotiations for a new Agreement are not completed by the
expiration date of said sixty (60) day notice or the above termination date, whichever occurs later,
this Agreement shall nevertheless continue in full force and effect until a new Agreement is signed,
unless the original notifying party gives the other party written notice to terminate said Agreement,

which shall not be earlier than twenty-four (24) hours from the receipt of said notice. Any such
notice of termination shall state the date upon which the termination of this Agreement shall be
effective and upon such date this Agreement shall terminate.
In WITNESS WHEREOF: The parties have hereunto set their hands to duplicate hereof the day
and year first above written.

COMPANY

UNION

*Signatures on File

Exhibit A
Job Duties

The following are intended to summarize the responsibilities and expectations of the job
assignments used by TMD-Bowling Green. These duties are not to be construed as a limitation of
Management’s right to assign further duties to employees or to make modifications when business
needs dictate or operation and efficiency can be improved. Changes to these job duties will be
reasonable and will be communicated to affected employees in a timely manner.
Operator
Usual and general duties for Operator are: Operate molding machine and secondary equipment;
perform assembly work; inspect parts; rework parts; pack parts, move parts, material and
equipment with forklift as needed (although this will typically be performed by material handlers);
maintain records as deemed necessary by management; follow appropriate IATF 16949 and ISO
14001 procedures, report scrap and malfunctions to appropriate individuals; preventive and other
minor maintenance activities; make boxes; relieve for breaks; train other operators; clean
equipment and facility; and other related activities as assigned by the Supervisor.

Relief Operator
Usual and general duties for the Relief Operator include all of those described for Operator above,
as well as: Assist Operators as required in production, including (but not limited to), giving breaks,
opening and cleaning totes, setting up boxes, stocking components, and keeping them caught up.
General housekeeping. Perform moderate level of maintenance activity. Perform other related
activities as assigned by the Supervisor.
Material Handler
Usual and general duties for Material Handler include all of those described for Relief Operator
above, as well as: Move components, material, finished goods, and equipment with forklift as a
daily responsibility. Assist with material handling portion of changeovers. Warehouse
management. Assist Shipping & Receiving. Perform other related activities as assigned by the
Supervisor.
Auditor
Usual and general duties for Auditor include all of those described for Relief Operator above, as
well as: Perform an advanced level of production recordkeeping. Audit processes, setups,
instructions, etc. Perform part inspection and testing. Assist with containment of parts. Learn and
utilize disciplined problem solving methods when appropriate. Perform other related activities as
assigned by the Supervisor.
Mold Change
Usual and general duties for the Mold Change classification include all of the duties described for
Material Handler and Auditor above, as well as: The responsibility for performing daily mold
changes, including mold and head tooling changes, set up, monitor, and adjust machine
processes, and assist with mold and equipment preventative maintenance, and other related
activities as assigned by supervisor.

Shipping & Receiving
Usual and general duties for the Shipping & Receiving classification are: prepare loads; run and
scan barcode labels to assure accuracy; create shippers and bills of lading; extract shippers;
complete and send commercial invoices; send ASN’s; receive and inspect incoming items as
required by procedure; perform dock audits, maintain “pull” cards; load and unload trucks; and
other activities as assigned by the MP&L management. Typically, Shipping & Receiving personnel
perform the Operator function as described above during slow periods in Shipping & Receiving.
When production workers are performing or assisting maintenance, the production worker will not
do electrical work on power systems.

38
EXHIBIT D

MEMO OF UNDERSTANDING
March 1, 2017

During the 2017 Negotiations for a new Collective Bargaining Agreement between Toledo Molding
& Die, Inc. (hereinafter called the Company) and the INTERNATIONAL UNION UNITED
AUTOMOBILE AEROSPACE AND AGRICULTURAL IMPLEMENT WORKERS OF AMERICA
UAW, and its Local Number 2021 (hereinafter called the Union), it was agreed to document the
following understanding:
When an employee is performing (jobbed in) as a shift trainer or performing (jobbed into) the
purging function, the employee will be paid at the full relief operator pay.

Ernest Samas Raye Ohl
Vice President, Human Resources International Representative
David Spotts Randel Ellison
Chief Operating Officer
Scott Plickert Amy Burchett
Plant Manager, Bowling Green

Farahdiva Straley

Benjamin Miller
Production Manager, Bowling Green Bargaining Committee
Kelly Leweallen
H.R. Manager, Bowling Green
*Signatures on file

The following Attendance Policy and
Rules for Personal Conduct are

non-negotiated. They are printed in this Collective
Bargaining Agreement for reference only.
Both policies are subject to change.

TOLEDO MOLDING & DIE, INC.
BOWLING GREEN PLANT
ATTENDANCE POLICY
Effective October 1, 2019

PURPOSE
The Attendance Policy provides Management with a uniform program for controlling attendance among
hourly employees. Management recognizes that occasional absence due to sickness or emergency may be
beyond the control of the employee. Regular attendance, however, is necessary for the orderly operation of
the plant, and excessive absenteeism often results in daily vacancies that may interfere with efficient plant
operations or require payment of overtime wages. A uniformly applied attendance policy will assure
equitable treatment of all employees.
The Attendance Policy shall be corrective in nature. Employees recording excessive absences shall be
identified and Management shall take appropriate and timely action. Employees demonstrating an inability
or unwillingness to control their attendance in conformity with this policy will be administered progressive
disciplinary action at prescribed intervals and afforded a reasonable opportunity for self-corrective action.
Failure to conform to the policy, however, will result in eventual discharge.
For purposes of this policy, all points will be evaluated on a twelve (12) month rolling period.

EXCLUSIONS
Absences relating to the following shall not be counted as points under the attendance policy:
1. Bereavement as defined by the Collective Bargaining Agreement.
2. Jury duty or subpoena as a witness during your scheduled shift (second and third shift employees
called for jury duty will be worked with on a case-by-case basis so that hours worked are reasonable
for both the company and the employee.) Documentation must be submitted to your supervisor prior
to your absence. If you miss work due to a subpoena, you will only be excused for the time that you
are required to be in court. You must return to work when you are dismissed from court and present
documentation from the court that includes the time you were dismissed. All other court business will
not be excused.
3. Approved vacation days and holidays as outlined in the Collective Bargaining Agreement.
4. Substantiated work-related injuries.

5. Volunteer firefighter or EMS emergencies that commence prior to the start of the shift. Appropriate
documentation must be presented in order for absence to be excused.
6. Absences covered by the Family and Medical Leave Act. Proper and timely verification must be
provided.
7. Disciplinary suspension.
8. Military service.
9. Company declared “snow days.”
10. The first 30-minute or less tardy of the attendance year.
Except as noted above, all absences, including tardiness and leaving early, will be treated as points under
this attendance policy.

NOTIFICATION
1. You are required to notify the Company using the call-off line (419-354-6050 ext. 300) at least thirty
(30) minutes before the start of your scheduled shift, including overtime, if you will be more than two
(2) hours late or if you will be absent for the entire day. Failure to call off at least thirty (30) minutes
in advance under these circumstances will count as an additional ½ point.

2. You are required to call off the first day and each succeeding day of absence, until such time you
begin an approved leave of absence.
3. If you are absent for three (3) consecutive days without notifying the Company, we will consider you
to have voluntarily quit.
4. Absences of one or more consecutive days for your OWN medical condition substantiated with
proper medical documentation* will be considered as one (1) attendance occurrence. The employee
must, however, provide proof of illness at the onset of such illness or no later than the first day upon
returning to work. If no proof is presented, each day of absence due to illness shall be counted as
one (1) point for purposes of the policy.
*Proper medical documentation means that you were physically examined by a physician and were deemed
totally incapacitated and unable to work. It must be written on a medical provider’s form with authorized
signature and dates of incapacity. Medical documentation that only states that you were “seen” in the
doctor’s office will not be considered proper documentation.

WARNINGS AND COUNSELING
Points will be administered as follows:
½ Point = any absence of two (2) hours or less, including overtime
1 Point = any absence of more than two (2) hours, including overtime
In a twelve (12) month period, you may accumulate a maximum of eight (8) points. During the twelve (12)
month period, the following will apply:
 Accumulation of 7 points = written warning & counseling with HR and Supervisor
 Accumulation of 8 1/2 points = notification of termination

NEW EMPLOYEES
You will have one (1) attendance point available to use during your probationary period. Upon the
completion of your probationary period, you will receive the balance of eight (8) attendance points.

REMOVAL OF POINTS
Each point will remain in effect for a period of twelve (12) months from the date of the violation and will drop
off on the anniversary date of its issuance. For example, if you receive an attendance point on December 8,
2014, that point will drop off on December 8, 2015.

PERFECT ATTENDANCE
Perfect attendance is defined as having accumulated no attendance points from December 1 st through
November 30 th . Designated Family and Medical Leave (FMLA) or a suspension of any amount of time due
to an infraction of the rules of conduct will disqualify you from having perfect attendance.
Perfect Attendance Days (PAD)
You will earn an unpaid Perfect Attendance Day (PAD) for each four (4) month period in which you have
perfect attendance. In addition to having perfect attendance, you must work a minimum of 533 hours during
the four (4) month period to be eligible for a PAD. The four (4) month periods are defined as follows:
 December 1st through March 31 st
 April 1 st through July 31 st
 August 1 st through November 30 th
PAD days must be taken in eight (8) or twelve (12) hour increments based on the shift you are working at
the time you take the PAD day. You must request the use of a PAD day at least 24-hours in advance.
Management will authorize PAD days in a way as to not jeopardize business requirements. PAD days may
be carried over into the following year in which the PAD day was earned.
Annual Perfect Attendance Recognition Award
If you have perfect attendance for the entire attendance year, will receive a $100 gift certificate in
recognition of your perfect attendance.
In addition to having perfect attendance as described above, you must work a minimum of 1,600 hours
during the attendance year in order to be eligible for the perfect attendance recognition award.
Human Resources will address any extenuating circumstances in a non-precedent setting manner.

Toledo Molding and Die
Bowling Green Plant

Rules For Personal Conduct

(For Hourly Employees)

Disciplinary Policy
From time to time it may be necessary for the Company to take extra measures to correct
performance and behavior problems in the workplace. It is the Company’s desire to be fair and
consistent and to apply discipline, when necessary, in a manner that recognizes that each
individual is essential to the success of the plant and that each individual is an adult and capable of
good judgment and decision making.
The Company is not obligated by practice or agreement to use a progressive disciplinary schedule.
The Company will at times choose to issue duplicate warnings for repeated violations of Rules For
Personal Conduct and Regulations. The choice of disciplinary action will remain totally within the
scope of the Company’s right to create and maintain rules and regulations.
It is obviously impossible to compile a complete summary of all the possible violations that may
require disciplinary action. However, the violations and penalties listed herein provide a basic
pattern for such action. These rules are illustrative only and the Company has the right to
discipline or dismiss employees for other causes. The Human Resources Manager is responsible
for interpretation of the Rules For Personal Conduct and questions should be directed to that
office.
For violation of any plant rule, a written report must be completed promptly by the appropriate
Facilitator; and, the written report will be kept in the employee’s personnel file. Violations in Group
1 and Group 2 will not be considered in assessing penalties after twelve (12) months from the date
of the infraction. Group 3 violations will not be considered in assessing penalties after twenty-four
months from the date of the infraction.
These Rules For Personal Conduct are divided into three main groups based on the relative
seriousness of the act(s) of misconduct. Each group carries a different level of discipline. Keep in
mind that a combination of Rules violations or aggravated circumstances surrounding even a
single violation may result in more serious discipline, including discharge, regardless of the group
in which the violation belongs.
The following Rules For Personal Conduct are not all inclusive, and are subject to change when
new issues arise that warrant discipline:

Group 1: Any of the following actions committed by an employee are considered to be
examples of misconduct. The first rule violation will result in a written reprimand. The next
violation, not necessarily of the same offense, will result in a second written reprimand. Another
rule violation, not necessarily of the same offense, will result in a one-day suspension with pay
pending discharge. A combination of violations of any of these rules with the rules in Group 2 or 3,
or aggravated circumstances surrounding even a single violation may result in skipping one or
more of the progressive discipline steps and lead to discharge.
1. Failure to be at assigned work station during scheduled working hours
other than designated break or clean up without permission of Supervisor,
except for reasonable use of restrooms (excluding items defined in NOTICE
OF EMPLOYEE INCIDENT).
2. Loafing or wasting time.

3. Posting or removal of notices from Company bulletin boards, posting of materials such
as cartoons, pin-ups, newspaper articles, in view of visitors, employees or others, which
may be offensive to some people, without permission of the Company.
4. Creating or contributing to unsafe or unsanitary conditions.
5. Violating safety rules and practices that cause or could potentially cause damage to
Company property or injury to yourself or other employees (excluding items defined in
NOTICE OF EMPLOYEE INCIDENT).
6. Waste of supplies or abuse or misuse of Company tools and equipment.
7. Failure to meet the standards of quality set by management, including: producing work
resulting in waste of materials or man-hours or damage to parts or equipment (excluding
items defined in NOTICE OF EMPLOYEE INCIDENT).
8. Use of tobacco products in prohibited areas.
9. Refusing to work or not showing up for a minimum of four (4) hours) for
scheduled overtime.
10. Being responsible for Systec and producing acceptable production
paperwork/reports (excluding items defined in NOTICE OF EMPLOYEE INCIDENT).
11.Clocking another employee in or out. (Entering information into time and attendance system
for another employee (Systec) where no falsification occurs. If records are falsified, see Rule 6, Group 3.

PENALTIES FOR VIOLATION OF GROUP 1 RULES
1 st Offense: Written Reprimand
2 nd Offense: Final Written Reprimand
3 rd Offense: Termination

Group 2: Any of the following actions committed by an employee are considered to be serious
acts of misconduct. The first offense will result in a written reprimand. The next violation, not
necessarily of the same offense, will result in a one-day suspension with pay pending discharge. A
combination of violations of any of these rules with the rules in Group 1 or 3, or aggravated
circumstances surrounding even a single violation may result in skipping one or more of the
progressive discipline steps and lead to discharge.
1. Obscene, abusive language or malicious gossip or spreading of rumors.
2. Disruptive conduct, horseplay or throwing things.
3. Gambling, lottery, or any other game of chance on Company premises at any time.
4. Selling, soliciting, canvassing, or distributing articles or literature during working hours.

5. Disregarding or failure to follow prescribed work methods and/or safety procedures.
6. Abusing or showing contempt for a fellow employee, a Supervisor, a customer, a visitor
or a member of Management.
7. Failing to file an immediate report of an on-the-job injury. The injury must be reported to
your Supervisor or, in their absence, another member of Management. “Immediate:”
means no later than before the end of the shift on which the injury occurs.

PENALTIES FOR VIOLATION OF GROUP 2 RULES
1 st Offense: Final Written Reprimand
2 nd Offense: Termination

Group 3: Any of the following actions, committed by an employee, are considered to be
extremely serious examples of misconduct and will result in a
one-day suspension with pay pending discharge.
1. Insubordination or refusing to follow the orders of a Supervisor or other members of
management.
2. Deliberate destruction, damage, waste or concealing of Company property, materials,
tools, machines, or equipment or property of employees or others.
3. Theft or unauthorized possession of property of another person or that of the Company.
4. Possession, use or sale of alcoholic beverages, intoxicants, or controlled substances
(drugs) on Company property.
5. Reporting for work under the influence (any measurable amount) of any
alcoholic beverages or controlled substance (drugs)
6. Falsifying personnel records, time and attendance, production records, claims for
benefits, reports or other records (including another employee’s time and attendance).
7. Immoral conduct or indecency on Company property.
8. Using or possessing weapons, fire setting devices, or explosives anywhere on Company
property, or conspiring to do the same.
9. Fighting with or assaulting another person.
10. Restricting production and/or interfering with others in the performance of
their jobs, or engaging in any interruption of work.
11. Leaving the plant/or Company property, during scheduled working time,

without Facilitator permission or, in the Supervisor’s absence another
member of Management

PENALTIES FOR VIOLATION OF GROUP 3 RULES
1 st Offense: Termination of Employment Without Warning

NOTICE OF EMPLOYEE INCIDENT
The Company recognizes that certain incidents occur during the working day that by themselves
do not warrant disciplinary actions as outlined under Rules of Personal Conduct. However, they
are serious enough to warrant a verbal warning and to be documented (combinations of these
incidents can result in discipline as outlined under Rules of Personal Conduct) and placed in the
employee’s file.
The Company will use a “NOTICE OF EMPLOYEE INCIDENT” FORM to document these
incidents and bring them to the attention of both the employee and to management. The Company
also recognizes that two (2) consecutive occurrences of the same offense or a combination of
three (3) incidents, over a six (6) month “rolling” period, denotes a problem in the employee’s ability
or willingness to perform his/her job. Therefore, two (2) consecutive occurrences of the same
offense or three (3) incidents in a rolling six (6) months will equal one (1) Step (the next Step,
depending on where the employee is at in the disciplinary process) in Group 1 of the Company’s
Disciplinary Program.
NOTICE OF EMPLOYEE INCIDENT are issued for the following:
Excluded/Defined item in Group 1, Rule 1:
1. Not being in your work area or on the job at the start of shift.
Excluded/Defined items in Group 1, Rule 5:
2. Failing to use or wear designated safety equipment, such as safety glasses,
hearing/hair protection, heat resistant gloves, cut resistant gloves, gauntlet,
safety shoes, forklift seatbelt,
3. Hair must be tied or secured up above shoulders safely.
4. Loose clothing must be tied back or buttoned shut.
5. Pushing or pulling racks and boxes on non-roller areas.
Excluded/Defined items in Group1, Rule 7:

6. Quality defects of fifteen (15) parts or less that are detected while running production.
7. Quality defects of fifteen (15) parts or less (same part(s) or container) that are
detected before leaving the facility (After production run is over).
8. Not reading process book before starting production or job.
9. Not following written instructions as deemed by management.
10. Not writing your clock number on parts.

Excluded/Defined items in Group1, Rule 10:
11. Not clocking in or out.
12. Incorrect press cards, in-process sheets, and Systec.

Company Changes to the Rules of Personal Conduct
Revision Date 09-24-01

Company made the following changes on 09-24-01 to the “Rules of Personal Conduct:”
Added Rule 11 in Group 1
11.Punching another employee’s time card. (Entering information into time and attendance system
for another employee (punching their time card) where no falsification occurs. If records are falsified, see Rule 6, Group 3.
Modified Rule 6 in Group 3
Rule 6 before revision:
Punching another employee’s time card, or falsifying personnel records, time
cards, production records, claims for benefits, reports or other records.
New revision of Rule 6:
Falsifying personnel records, time and attendance, production records,
claims for benefits, reports or other records (including another employee’s time
and attendance).
Modified Excluded Defined item number 1 in Rule 10, Group 1:
Excluded Defined item number 1 before revision:
1. Not ringing in or out.
New revision of Excluded Defined item number 1:
2. Not punching in or out.
Deleted Excluded Defined item number 2 in Rule 10, Group 1
2. Not signing time card at the end of the pay period
Changed Number of Excluded Defined item number 3 in Rule 10, Group 1
Excluded defined item (Incorrect press cards, in-process sheets, and time
sheets) number 3 is now number 2
Presented to Unit Chairman, Larry Whitlow on 10-11-01.

UAW Local 2021

BG CONTRACT

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