Tiffin Contract
COLLECTIVE BARGAINING
AGREEMENT
Between
GRAMMER AMERICAS
TIFFIN PLANT
and the
INTERNATIONAL UNION,
UNITED AUTOMOBILE, AEROSPACE
AND AGRICULTURAL IMPLEMENT
WORKERS OF AMERICA, U.A.W.
LOCAL UNION NO. 2021, U.A.W.
Effective June 2, 2024
Through June 1, 2028
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TABLE OF CONTENTS
Page
Collective Bargaining Agreement 3
Article 1 Recognition 4
Article 2 Union Shop 5
Article 3 Statement of Purpose 6
Article 4 Representation 6
Article 5 Dues Deduction 10
Article 6 Management Rights 13
Article 7 Grievance Procedure 15
Article 8 Working Hours 20
Article 9 Seniority 23
Article 10 Probationary Employees 25
Article 11 Reduction and Layoffs 26
Article 12 Recall 31
Article 13 Bidding and Transfers 32
Article 14 Leave of Absence 46
Article 15 Supervision 48
Article 16 Overtime 49
Article 17 Health and Safety 55
Article 18 General 59
Article 19 Conflicts with Laws or Regulations 65
Article 20 Work Standards 66
Article 21 Wages 67
Article 22 Bereavement Provisions 72
Article 23 Vacations 74
Article 24 Holidays 81
Article 25 Retirement Plan 83
Article 26 Insurance Benefits 84
Article 27 Equality and Non-Discrimination 88
Article 28 Waiver 88
Article 29 Strike and Lockout 89
Article 30 Duration of Agreement 90
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COLLECTIVE BARGAINING AGREEMENT
THIS AGREEMENT made and concluded in the City of
Tiffin, and County of Seneca, and State of Ohio, this
2nd day of June 2024, by and between GRAMMER
(hereinafter called the Company) a duly organized
corporation, doing business in the City of Tiffin, Ohio,
party of the first part, and the INTERNATIONAL
UNION, UNITED AUTOMOBILE, AEROSPACE AND
AGRICULTURAL IMPLEMENT WORKERS OF
AMERICA, UAW, and its Local No. 2021 (hereinafter
called the Union.)
This Agreement shall be binding upon the Company’s
successors, assigns, purchaser, lessees or transferees
whether such successions, assignments, or transfers
be affected voluntarily or by operation of law; and in
the event of the Company’s merger or 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;
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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 1
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
employees, as certified by N.L.R.B. Case No. 8-RC-
10764, for the purpose of collective bargaining.
All represented factory employees as referred to in
Section 1 of the Company 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
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grievance which may arise during the operation of this
Agreement.
ARTICLE 2
UNION SHOP
Section 1. All present employees covered by this
Agreement shall become members of the Union upon
the date of the signing of this Agreement, and all
employees hired hereafter shall become members of
the Union within 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 their 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
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event any action or claim is commenced against the
Company to recover any damages, the Union shall
intervene and defend such action.
ARTICLE 3
STATEMENT OF PURPOSE
Section 1. The general purpose of this Agreement is to
promote and improve harmonious relations between
the Company, its employees and the Union, to the end
that maximum benefits will accrue to all parties hereto;
and to set forth the wages, hours of work, and other
conditions of employment to be observed by the
parties hereto.
Section 2. Both parties agree to diligently work
together to make the Company’s business a success
with mutual consideration and fairness to all parties
concerned. Management will be guided in its efforts
with a sense of justice and fair play. The Union agrees
that the Company is entitled to a fair day’s work in
return for a fair day’s pay.
ARTICLE 4
REPRESENTATION
Section 1. The employees shall have the right to be
represented by a Bargaining Committee of not more
than four (4) members including the Chairperson, Vice-
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Chairperson, and two (2) Committee Members -at -
Large.
The Company shall negotiate with the Bargaining
Committee as a representative of the Union.
Section 2. The Company shall recognize two (2) Shop
Stewards for each shift. The Union may designate a
Bargaining Committee member to serve as a shop
steward. Stewards shall be given adequate time on
their shift to conduct business.
Section 3. Any employee elected or appointed to office
in the International Union, United Automobile,
Aerospace, and Agricultural Implement Workers of
America, Local No. 2021 thereof, or any other office in
the UAW shall hold their original seniority rights at the
termination of this term of office.
Section 4.
(a) Bargaining Committee members shall head the
seniority list in the plant. In the event of a layoff, they
will displace the least senior employee on jobs they are
qualified to perform. If less than four (4) employees
are needed in the plant, the Chairperson and Vice-
Chairperson shall be considered the most senior.
Members of the Bargaining Committee will be returned
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to their shift and classification when their seniority
permits.
(b) Stewards shall head the seniority list on their shift
and in the event of a layoff, they shall displace the
least senior employees on a job, which they are
qualified to perform. They will return to their
classification when their seniority permits.
(c) When the plant is in operation and at least six (6)
employees are working on a shift, the Bargaining
committee Chairperson shall designate a fill-in
steward.
Section 5. The Bargaining Committee and/or
representatives of the International Union, with
notification, will be permitted to enter the plant at any
time.
Section 6. The Company will provide the Bargaining
Committee with an office in the plant and equipment to
include a desk, a chair and filing cabinet and internet
access without access to Company network. 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.
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Section 7. It shall be the duty of the Bargaining
Committee and the Company to cooperate with the
employees in the strict observance of the sections 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 8. Members of the Bargaining Committee and
Stewards shall receive their regular straight
time/overtime earnings when requested by the
Company or Union to settle grievances with the
Company or employees, or attend contract
negotiations and contract administrative issues with the
Company, provided that the amount of time spent on
such activities is reasonable.
Section 9. For a single day meeting between the
Company and the Bargaining Committee that lasts
longer than four (4) hours, the Bargaining Committee
members may flex equal hours or take off next
regularly scheduled shift in conjunction with the 24-
hour period immediately prior to or after the meeting.
Section 10. New member orientation will be conducted
by a minimum of one (1) Bargaining Committee
Member and one (1) elected Union Officer.
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Section 11. Members of the Bargaining Committee
shall be allowed to leave their job thirty (30) minutes
prior to a meeting with management. Additional time
may be requested if needed.
ARTICLE 5
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 ON DUES
To: ________________________ Date: ___________
I hereby assign to Local Union No. 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 No.
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
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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.
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Section 2. All deductions made in accordance with
Section 1 thereof, will be made from the payroll the
third (3 rd ) 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 the
third (3 rd ) full week of the next month.
Section 3. The amount of all deductions to be made by
the Company pursuant to Section 1 of this article, will
be set forth on the written authorization card signed by
the employee, as provided in Section 1 of this article.
Section 4. Any money deducted normally will be
transmitted by check payable to “Local 2021, UAW” the
same week in which the deduction is made.
Accompanying the check will be a list of all the
employees in alphabetical order by last name covered
by this Agreement. This list must contain the following
information after each name, if applicable:
A. The amount of deduction (1 month or more).
B. Application fee (separate from dues).
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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.
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 will cooperate with the Union
in implementing a voluntary payroll deduction program
for employees who desire to participate in the Union’s
V-CAP program, the reasonable cost for the
implementation of which will be reimbursed to the
Company by the International Union. Employees who
choose to participate may not enter or withdraw from,
or revise their contributions to the program more than
once per year.
ARTICLE 6
MANAGEMENT RIGHTS
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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 the 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,
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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 of 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.
ARTICLE 7
GRIEVANCE PROCEDURE
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Section 1. A grievance shall be defined as any
dispute, which may arise between the Company and
the Union, or between the Company and an employee,
concerning the meaning and application or
interpretation of the provisions of the Agreement.
Grievances which may arise shall be processed in
accordance with the following procedure, which shall
be initiated within five (5) working days of the cause of
the grievance.
The Company shall have ten (10) working days to
initiate written disciplinary action against an employee
once they have been made aware of the issue. The
employee will have ten (10) working days from the time
of the written discipline to file a grievance. Upon
request and mutual agreement between the Company
and Union, an extension of the ten (10) day allowance
may be granted.
Step 1. An employee having a grievance shall request
their Steward through the Supervisor. The Supervisor
shall get the Steward for the employee as soon as
possible and without undue delay. The employee, with
their Steward, shall take the grievance up verbally with
their Supervisor, who will attempt to adjust the
grievance and will give their disposition by the end of
their next working day, following the shift on which the
grievance is presented.
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Step 2 (a) When a grievance is not satisfactorily
settled in Step 1, it may be appealed to step 2 within
three (3) working days. A grievance must be in writing
and state the facts on which it is based and the
section(s) of the agreement claimed to have been
violated. A meeting between two (2) members of the
Bargaining Committee and two (2) representatives of
the Company may be held to discuss the grievance.
Every effort shall be made to resolve the grievance
during such meeting. Should the grievance not be
resolved, it shall move directly to Step 2.
(b) A Step 2 meeting between the Bargaining
Committee and the Company may be held. If the Step
2 meeting occurs, the Company shall issue a written
Step 2 answer within three (3) working days. If no
meeting occurs, the second step answer will be issued
within three (3) working days. Should the grievance
not be resolved at Step 2, it shall move directly to
Step 3.
Step 3. In the event a satisfactory resolution has not
been reached in Step 2, the Chairperson of the
Bargaining Committee may, within three (3) working
days of Step 2 answer, refer the grievance to a
meeting of the Bargaining Committee, International
Representatives, and representatives of Management
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(including the Plant Manager). 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 (International
Representative and Bargaining Committee) within five
(5) working days of the 3 rd Step meeting.
Step 4. If a satisfactory settlement cannot be reached
between the parties at Step 3 of the grievance
procedure, the Union may, within thirty (30) days from
receipt of the Company’s Step 3 answer, make a
written request that the grievance be arbitrated
according to the rules and regulations of the Federal
Mediation and Conciliation Service (FMCS). In either
event, the decision of the arbitrator shall be final and
binding upon both parties and conclusively settle the
dispute.
The parties shall apply to the FMCS for a panel of
seven (7) arbitrators. The arbitrator selected shall be
done so according to the rules of the FMCS. If no
arbitrator can be agreed on, a second panel will be
applied for.
The arbitrator shall have no power to add to, subtract
from, or modify any of the terms of this agreement, nor
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exercise any responsibility or function for the Company
or the Union.
Regardless of the outcome of any matter submitted to
arbitration, the costs of the arbitrator shall be borne
equally by the Company and the Union.
Section 2. Any grievance not presented by the
employee and Union within the time limits detailed in
this Article will be considered as having been waived
without precedent. Failure of the Company to respond
within the time limits provided in the Article shall
advance the grievance to the next step.
Section 3. It is mutually agreed that when there is
disciplinary action involving suspension or discharge,
Management will notify the shift Steward of such action
before the employee is required to leave the plant. The
Steward will be permitted to notify one member of the
Bargaining Committee. If no grievance is filed in
writing within five (5) regular working days of such
notification, the action taken by the Company shall be
considered absolute.
Section 4. Working days are defined as Monday
through Friday, exclusive of holidays. Absent the word
working, days are defined as calendar days.
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Section 5. Policy grievances, grievances involving
suspension or denial of leaves of absence, go directly
to the Second Step for hearing. Grievances involving
discharges shall go directly to the Second Step for
hearing.
Section 6. The time limits of the grievance procedure
may be extended by a written mutual agreement
between the Company and the Union.
Section 7. It is agreed that if the Union’s internal
appeal procedures or any agency or court decides 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 on thirty (30) days
written notice.
ARTICLE 8
WORKING HOURS
Section 1 The workweek shall be deemed to start on
Sunday, 11:00 p.m. When an employee works later
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than their regular quitting time, such time shall be
construed as overtime, subject to the provision in
Section 1 of the overtime Article 16.
11:00 p.m. to 7:00 a.m. - 1 st shift
7:00 a.m. to 3:00 p.m. - 2 nd shift
3:00 p.m. to 11:00 p.m. - 3 rd shift
Provided further, that the first hour of the workweek,
i.e. 11:00 p.m. Sunday to 12:00 a.m. Monday, shall not
be counted as Sunday or weekend work for purposes
of the payment of overtime under Article 16. Working
days are defined as Monday thru Friday, exclusive of
holidays. Absent the word working, days are defined as
calendar days.
The working hours of an individual may be flexed by
mutual agreement of the Company, the Union and the
employee. They will earn their regular hourly wage,
plus the shift premium of the shift on which they are
working, or their regular shift premium, whichever is
greater. They will be eligible for overtime after eight (8)
hours subject to Article 16, Section 1 of the agreement.
Section 2. The hours of the working day shall be
divided into ten (10) periods of six (6) minutes for the
purpose of computing the pay of the employees on all
time clock transactions.
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Section 3. Due to the nature of the business, relief for
all employees will be provided as follows:
1 - 10-minute break in the first part of the shift.
1 - 10-minute break in the second half of the shift.
1 - 20-minute lunch period break.
Section 4.
(a) Employees called to work or reporting at the
regular starting time when they have not been notified
the work is not available, shall be assigned to jobs
within scheduled or assigned classification and paid at
rate for such jobs or sent home and given four (4)
hours pay at their regular rate, except due to an act of
God or other causes not controlled by the Company
(unless the employee volunteers to go home that day
and is released by the Company).
(b) While employees are utilized as a backup, they
will not be released from their original classification due
to a reduction in workforce. Classifications utilizing
back-ups will be allowed to be reduced while back-ups
are utilized in that classification.
Section 5. When a short workweek is scheduled if
employees are needed for an unscheduled day, one
shift only, they will be recalled by plant-wide
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classification seniority. If more than one shift is
needed, they shall be recalled by shift classification
seniority. Regular Stewards on scheduled shift shall
head the seniority list.
Section 6. When production schedules warrant and
the parties have agreed to the implementation of six (6)
hour Saturday shifts. Such six (6) hour Saturday shifts
will only apply if the following Sunday is not scheduled.
The six (6) hour shift would be according to the
following schedule:
11 p.m. to 5 a.m. - 1 st shift
5 a.m. to 11 a.m. - 2 nd shift
11 a.m. to 5 p.m. - 3 rd shift
Breaks would be one (1) regular break and one (1)
lunch.
ARTICLE 9
SENIORITY
Section 1. Employees from other GRAMMER facilities
shall not, under any condition, have or attain the right
to transfer their seniority to the Tiffin GRAMMER
facility. It is understood that a GRAMMER employee
from a GRAMMER plant may hire into the Tiffin Plant
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and bring accumulated GRAMMER seniority for the
purpose of vacation and any economic benefit that is
seniority driven provided the employee has terminated
employment with the other GRAMMER plant.
Section 2. Company seniority is defined as an
employee’s length of continuous service with the
Company since the employee’s most recent date of
hire. If more than one employee was hired on the same
date, clock numbers will be assigned alphabetically by
last name and the employee with the lowest clock
number shall be most senior. Plant seniority is defined
as an employee’s most recent date of hire or transfer
date.
Section 3. The seniority list shall be updated quarterly
and shall be posted on the bulletin board and a copy
given to the Unit Chairperson.
Section 4. Employees shall not be removed from the
employ of the Company nor lose seniority standing
when they are absent on account of disability or
sickness, provided the Company and the Bargaining
Committee are notified within three (3) work days of
such disability or sickness.
Section 5. Employees shall be terminated and lose
seniority for the following causes:
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(a) Failure to join and remain in the Union as provided
above,
(b) Discharge for just cause,
(c) Utilizing a leave of absence for purposes other
than those stated in the written request or by
working another job while on leave without the
written approval of the Company and the
Bargaining Committee; or obtains a leave of
absence by giving false reasons,
(d) Failure to report for work within three (3) work days
after being notified to report in accordance with this
Agreement,
(e) Voluntarily quitting,
(f) When on lay off for three (3) years, or the length of
seniority; whichever is less,
(g) Failure to perform work for the Company for three
(3) years because of illness/injury.
Trial periods for accommodation purposes are
considered dead time (up to 30 days).
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ARTICLE 10
PROBATIONARY EMPLOYEE
Section 1. New employees shall have no seniority until
they have completed their probationary period with the
Company for a period of sixty (60) calendar days. The
probationary period may be extended by mutual
agreement of both parties. Upon successful completion
of the probationary period, the seniority will date back
to the date of hire, except in the case of layoff and
rehire when Section 2 applies. There shall be no
seniority among probationary employees and they may
be laid off, discharged, or otherwise terminated at the
sole discretion of the Company. Upon request to the
Union, a 30-day extension may be granted.
Section 2. Any recalled probationary employee shall
accumulate previous days worked toward the
completion of their sixty (60) calendar days, and they
will have sixty (60) calendar days seniority at the
completion of their probationary period.
Section 3. New employees shall not be eligible to
request leaves during their probationary period. An
exception may be granted by the Company to the
leave request if circumstances dictate.
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ARTICLE 11
REDUCTIONS AND LAYOFFS
Temporary Layoff
Section 1. The intent of this agreement is to reduce
the mass movement of employees as well as the
reassignment of employees from their preferred
schedules for brief periods of time.
In the event of a temporary interruption of production
due to machinery breakdown, a decrease in customer
scheduling or other causes beyond the Company’s
control, the following provision shall apply for a
temporary layoff:
(a) During the week (Monday – Friday) the company
may post a notice when a reduction in force is
necessary. Employees reduced from their classification
may volunteer to work the Press Operator
Classification. Employees must sign the posted list on
their shift to work and will be scheduled by seniority on
their shift. Off shifts may volunteer to fill any openings
not filled by on shift employees, once scheduled the
employee must work. If there are not enough
volunteers, the company will assign employees by shift
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and classification to fill production needs. The needs of
the classification must be filled first.
(b) If work is not available on a particular day requiring
that employees be released from work, senior
employees within the classification will have the option
to leave the plant before junior employees in that
classification are released or employees in the affected
classification shall have the option of displacing junior
employees on the same shift in the press operator
classification provided, they can perform the work.
(c) The Company will designate layoffs by shift and
inform the Union of the specific reasons for such a
necessity. The Company will post the jobs and
classifications that shall be reduced for the temporary
layoff period at the time the need is determined. The
temporary layoff signup shall be posted the week
before the temporary layoff goes into effect. For the
purpose of this agreement, a temporary layoff shall be
defined as at least the balance of one (1) week or on a
weekly basis as needed. In cases of emergency, the
Company may offer layoff of less than one (1) week
with a one (1) day notice.
(d) Through a voluntary signup list posted on the break
room bulletin board, the most senior employees by
shift shall be offered a temporary voluntary layoff by
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classification for the designated period. Layoff needs
not met by volunteers on the shift may be met by shift
trade volunteers. The number of employees to be laid
off will be determined by management based upon the
conditions surrounding the need. When the company
is unable to meet the temporary layoff needs by
volunteer, the company will lay off in inverse order of
plant wide seniority.
(e) When business conditions warrant an indefinite
layoff that the company anticipates will exceed 30
calendar days, the company may designate the
number of jobs to be reduced in inverse order of plant
wide seniority.
(f) Any work hours lost due to forced layoff shall be
counted towards hours worked for vacation
entitlement.
Indefinite Layoffs
Section 1. When an indefinite decrease in force is
necessary, employees shall be laid off in the inverse
order of plant-wide seniority. In all layoffs, the ability to
perform the service required shall be a factor in such
layoff. This Article does not apply to situations where
the hours in a workweek are reduced.
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Section 2. When an employee is reduced from their
classification, they shall have the option of either
displacing the employee with less seniority in that
classification on a different shift or of displacing an
employee with the least seniority in the press operator
classification on the same shift provided they have the
ability to perform the work.
Section 3. As a result of an indefinite layoff in any
given classification the employee displaced within their
classification shall have the right to stay on the shift
that they moved to, provided they have worked at least
forty (40) hours on that shift.
(a) Employees displaced into the press operator
classification shall retain return rights to their regular
job and shift when their seniority permits for a period of
one (1) year.
(b) Employees displaced from their regular shift as a
result of a reduction or layoff shall have the right to
return to regular shift when seniority warrants.
(c) Displaced employees will be utilized before the
backups on the same shift for the classification to
which they have recall rights. For employees who
have been displaced for one year, their current position
will be considered their bid job.
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Section 4. When a classification is eliminated
permanently, the employee so displaced, shall displace
any employee with less seniority whose job they have
the ability to perform. This shall become the
employee’s permanent classification.
Section 5. When the need exists, the Company shall
notify the employees and the Bargaining Committee at
least five (5) working days prior to a reduction or layoff
unless otherwise notified by the customer.
ARTICLE 12
RECALL
Section 1. Employees shall be recalled in the reverse
order of layoff provided they have the skill and ability to
perform the required work.
Section 2. When an increase in force is necessary,
the Company may recall the employee by phone with a
bargaining member as witness and a record kept of all
calls, or notify such employees with a certified or
registered letter to be sent to the last known address. If
the employee has not reported for work for any reason
including incorrect contact information within seven (7)
working days after the receipt of the notification; all
Seniority ceases and a memorandum will be sent to
the Chairperson of the Bargaining Committee. In the
32
event such notification is returned to the Company
unclaimed no sooner than seven (7) days from mailing,
all seniority ceases. A memorandum will be sent to the
Chairperson of the Bargaining Committee.
Section 3. When an employee returns from a leave of
absence or layoff from the plant of more than ninety
(90) days, they shall be retrained and shall re-qualify
within forty-five (45) days of recall.
ARTICLE 13
BIDDING AND TRANSFERS
Section 1. General Bidding Procedure
A. All job openings shall be filled through a bid
procedure. All bids shall be valid for ninety (90)
calendar days. During this ninety (90) day period, jobs
will be awarded from this bid.
B. All posted bids will state a list of requirements for
the jobs, shift and pay and shall be awarded by:
(1) plant wide seniority within combined full-time
and backup classifications
(2) plant wide seniority
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with the exception of maintenance and die set
positions.
C. At the time that any opening occurs, the opening
will be posted on the shift for three (3) working days
prior to awarding the bid.
D. All newly created classifications shall be posted
by the Company for a period of three (3) working days
and filled by qualified bidders based upon plant-wide
seniority. All postings will state a list of requirements
for the job and the shift.
E. All bids will remain in effect until the employee
removes their name.
F. To bid on a posted position; the employee must
sign the job bid sheet which will be located on the bid
board in the lunchroom.
G. Nothing contained in this section shall prevent the
Company from temporarily filling a vacancy or from
hiring new employees to fill the vacancy if there are no
significantly qualified applicants. The Company
recognizes that it will normally be able to fill bargaining
unit vacancies from within the plant.
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H. Once awarded the bid; employee will be moved
to awarded classification within twenty-one (21) days of
award date, unless otherwise mutually agreed upon in
writing by employee and Company.
Section 2. Maintenance and Die Set Bids
Bids will be awarded based upon both seniority and
qualifications for Maintenance and Die Setters. If no
currently classified employees desire to bid an
opening, the job will be awarded on the basis of plant
wide seniority and qualifications as indicated under the
maintenance enhancement program and passing test
scores, which will be established by Management.
Seniority will be the determining factor in awarding the
bid. Bids for maintenance and die set shall be valid for
a ninety (90) calendar day period.
A. Maintenance Bidding
Step 1. Qualified maintenance employees receive
first priority when bidding an opening in the
classification. If more than one maintenance person
bids an opening, the employee with the most seniority
will be awarded the bid.
Step 2. In order for non-maintenance employees to
bid an opening, they must have the required
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qualifications as outlined in the maintenance
enhancement program and received a passing test
score. If they do not have the required qualifications as
outlined in the maintenance enhancement program,
they must bid with the intent of enrolling in the required
courses in the next available semester once awarded
the bid. The employee with the most seniority and
passing test score is awarded the bid. The
maintenance test may be taken no more than twice
within a twelve (12) month period.
B. Die Set Bidding
Step 1. Qualified (fully trained) die set employees
receive first priority when bidding an opening in the
classification. If more than one die set bids an opening,
the employee with the most seniority will be awarded
the bid.
Section 3. Same Position Bid Movement
If an employee is awarded a job through bidding and
the employee has held the position (through bid or
backup bid) within six (6) months of the new award the
following will apply:
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(a.) They will not need to serve a probationary
period.
(b.) They shall be ineligible to enter another bid until
they have served six (6) months on this job.
Section 4. Shift to Shift Bid Movement
If an employee is awarded a job through bidding,
and the employee currently holds the position (through
bid or back-up), and the only effect of the bid is to
change shift the following will apply:
(a.) They will not need to serve a probationary
period.
Section 5. General Job Bidding
To bid on any job an employee must be in good point
standing:
A bid shall not be awarded to anyone with 6.5 points or
more at the time the bid is awarded. The only
exception to this is an operator bid.
Per the current attendance policy at the time of the
contract.
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A. An employee awarded a job that is not through
Section 3 or 4 of this Article, shall serve up to a sixty
(60) calendar day probationary period during which the
Company shall assess the employee’s ability to
perform the job. During this probationary period the
following may occur:
(1) During this probationary period the employee
may “voluntarily” disqualify themselves and return to
their prior classification and shift without loss of
seniority. An employee who elects to disqualify
themselves will not be allowed to bid again in this
classification (whether to another shift or a backup
position) for a period of 6 months from the date of
disqualification.
(2) The Company may disqualify and return such
employee to their prior classification and/or shift at any
time. Such disqualification will preclude the employee
from bidding in the classification (whether to another
shift or a backup position) for a period of 6 months
from the date of disqualification if action was the result
of ability, productivity, or inefficiency.
Section 6. Bidding While on Leave of Absence
Employees on leaves of absences will not be able to
bid posted job openings unless they will be available to
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fill jobs within 14 calendar days of the first posting.
Employees on medical leave have to provide proper
medical documentation of ability to return to work.
Section 7. Disqualification after Initial Job Bid
Probationary Period
A. If an employee is disqualified from a bid job
past the 60-calendar day probationary period
by themselves or by the Company, they shall
be utilized in the press operator classification
wherever an opening exists and their seniority
allows them to move. Such disqualification will
preclude an employee from further bidding or
performing the same job (whether on a
different shift or back-up) for a period of six (6)
months.
B. Disqualification Stipulation.
When an employee disqualifies themselves
from a position (regardless of back-up position
or full time, etc.) that person will be replaced
as soon as possible, not to exceed 21 calendar
days. This applies to any disqualification as
discussed in this Article.
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Should an employee decline a bid once it is awarded
and never work a day on the bid, they are suspended
from bidding any position for a period of six (6) months.
Section 8. Back-Up Bids
To bid on any job an employee must be in good point
standing:
A bid shall not be awarded to anyone with 6.5 points or
more at the time the bid is awarded. The only
exception to this is an operator bid.
Per the current attendance policy at the time of the
contract.
The Company agrees to post and maintain back-up
bids for the following classifications: Auditor,
Production Handler, Material Handler, S.O. and Die
Setter. Employees shall be awarded these back-up
bids based on seniority and the willingness and ability
to perform the work. Back-up bids are shift specific,
meaning employees from other shifts are not permitted
to bid on back-up bids.
Back-up bids may be used to fill temporary openings in
the above classifications on the employee’s regular
shift (Refer to Article 16, Section 2, Daily Overtime). In
40
the event there is more than one employee, on a shift,
holding a back-up bid in a classification, the Company
shall rotate the back-up assignments on a weekly basis
among the employees holding a back-up bid on the
shift for that classification. In the event more than one
backup is needed on a given shift, rotation order will be
followed. Employees shall not be permitted to hold
more than one (1) back-up bid at a time.
A back-up bid can only be signed by an employee who
holds a full-time classification when it results in an
increase in pay.
Section 9. Transfers
(a) Temporary transfers shall be limited to ten (10)
working days in a thirty (30) calendar day’s duration for
any one employee. Because of unusual circumstances,
the ten (10) working day limit may be extended by
mutual agreement between the Bargaining Committee
and the Company, at this time the Bargaining
Committee will be notified. Any employee transferred
under this provision shall receive the rate of their
previous job or the job they are transferred to,
whichever is the greater.
(b) All maintenance will be required to work a
designated shift during shutdown periods.
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(c) In the event the Company chooses to fill a job by
temporary assignment, employees shall be selected in
the following order:
Back-up bids on the shift.
Offer to off shift bid holders.
Offer to off shift back-up bid holders.
In the event no back-up bids on the shift are available,
offer to employees in the press classification, on the
affected shift, by seniority and ability.
Section 10. Shift Rotation Agreements
In an effort to accommodate those employees who
have occasional one day needs to change shifts, and
at the same time recognizing the production needs of
the Company, the parties have agreed to the following
provision:
(a) Should the situation exist and where the effected
employees agree, the Company may consider
requests for temporary one (1) day shift rotations within
classification and a two (2) day notice are required with
supervisor approval.
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(b) An exception to the above would be when two
employees have changed shifts for an entire week
(Monday through Friday); such shift change may
continue through Saturday and Sunday of the same
week.
(c) An agreement to change shifts cannot result in an
employee working two (2) consecutive eight (8) hour
shifts. Employees that trade shifts will receive the shift
premium for the shift worked.
(d) A Fair-Trade Agreement may be requested
between employees in the same classification on
different shifts. The trade may be made up to a
maximum of 6 months and will be permitted during
periods of layoff. Under this agreement, the employees
that trade shifts will get the shift premium for the shift
worked.
The initiator may request a shift change for up to 6
months per calendar year. Once a time period is
mutually agreed upon by both parties, neither party
may terminate the agreement for the duration of said
agreement, unless mutually agreed upon by both
parties.
Employees must fill out the Fair-Trade Agreement form
and post on the bulletin board for 5 working days; or a
43
minimum of 24 hours following notification of layoff of
the party wishing to post.
The Fair-Trade Agreement form must be signed by:
1. The Initiator
2. The Trader
3. Shift Stewards
4. Shift Supervisors
The initiator is responsible for getting the form signed
and turned in to the supervisor. The Supervisor shall
be responsible for turning the form into Human
Resources.
Section 11: Bid Job Positions and Definitions
The following are intended to summarize the
responsibilities and expectations of the job
assignments used by GRAMMER – Tiffin. 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.
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(a)Maintenance
Usual and general duties for maintenance are:
Troubleshooting and repair of blow molding & injection
machines, repair auxiliary equipment, perform preventative
maintenance, assist in production, prototype and new part
sample runs, perform minor or emergency mold repair,
maintain a clean and safe work area, record daily work
activity, communicate to supervisor part or equipment
concerns, use safety equipment, observe policies &
environmental procedures, Lock/Tag/Try, crane operation,
tow motor license, startup/ shut down blow molding and
injection molding equipment and associated equipment and
all other duties as assigned by the Supervisor.
(b)Die Setter
Usual and general duties for die setter are: Perform minor
emergency mold repair/adjustments including auxiliary
equipment, perform mold changes and install associated
auxiliary equipment according to check sheets and
scheduling, document damaged equipment and tooling
through Work order system & communicate to supervisor
current requirements and progress, perform preventative
maintenance, make minor equipment modifications, assist in
production, prototype and new part sample runs, maintain a
clean and safe work area during set up and complete
cleaning of the work area per 5S standards, record daily work
45
activity, communicate to supervisor part or equipment
concerns, use safety equipment, observe policies &
environmental procedures, Lock/Tag/Try, crane operation,
tow motor license, startup/ shut down molding equipment and
associated equipment, monitor processes for first hour after
machine start up and all other duties as assigned by the
Supervisor.
(c) Auditor
Usual and general duties for auditor are:
Spectrophotometer / Color, Gloss & Harmony checks,
navigating Color / Gloss databases & data input, use of
Instron tensile tester, part measurement using calipers,
moisture testing of material, use of Wall thickness gage /
Weight scale, proper use of Check Fixtures / Check Fixture
gages/Location, use of torque tester, part inspection, filling
out pertinent paperwork, certification, red tag and rework
procedures, dock audits, observe policies and environmental
procedures, incoming inspection and all other duties as
assigned by the Supervisor.
(d) Material handler
Usual and general duties for material handler are: Forklift
Training, Lock/Tag/Try Policy and requirements, job change
verification sheet and how it is to be completed, control plan -
Where to find material and component information,
resin/Scrap labeling system - requirements, number/color
coding, hopper/Pump controller - Set up, use, and
troubleshooting, blow molding loader system - basic set up
46
and operation, care of blenders, grinders and material
system, Gaylord dumper operation, colorant and drying
resins, recycling and housekeeping, press tear down and set
up requirements, observe policies and environmental
procedures, and all other duties as assigned by the
Supervisor. In the event that a Material Handler needs to
transport items to the offsite warehouse, it is mandatory that
this Material Handler have a Medical Card.
(e) Production handler
Usual and general duties for production handler are:
Forklift training and license, warehousing, shipping and
receiving instructions, labeling knowledge, movement of
product (FIFO) within and outside of the facility, observe
policies and environmental procedures, moving production in
and out of work cells and certification, and all other duties as
assigned by the Supervisor.
(f) Support Operator
Usual and general duties for support operator are:
Provide operator break relief, follow operator instructions and
process deviations, dispose and/or grind unusable material,
maintain clean and safe work areas (assigned presses),
follow press card instructions, communicate to supervisor
part or equipment concerns, utilize safety equipment,
observe policies & environmental procedures, assist in
training operators or other S.O.'s., Correctly label prod. &
prepare production to be shipped or stored, understand
47
Material/ Production Labeling procedure, maintain dunnage
set-up at the assigned workstations and all other duties as
assigned by the Supervisor.
ARTICLE 14
LEAVE OF ABSENCE
Section 1.
(a) Employees may apply for and may be granted
personal leaves of absences for good cause on any
scheduled workday consistent with the Company's
operational needs without prejudice to seniority or
other rights. Application for leave shall be in writing and
shall state the reason for such leave. The Company
shall not unnecessarily delay its decision regarding
leave requests.
(b) 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 30 days or the length of time
indicated by the employee’s physician, whichever is
less. Such leaves may be extended for periods of 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
employees' physician.
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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 requested by the Company, or their agent,
to attend an examination for a work-related
injury/illness will be paid for their lost wages for a
reasonable period of time, providing they are absent
from work. Exams requested by the Industrial
Commission shall not be reimbursed.
Section 2.
(a) Local Union Representatives or members who
are designated to attend bona fide Union
activities will be granted reasonable time off
the job to attend such activities consistent with
the Company’s operational needs. Two (2)
weeks notification must be given to the
Company, whenever possible, so that a
substitute can be scheduled.
(b) In regards to Union leave. Hours taken will not
affect the 32-hour requirement for Saturday
and Sunday overtime pay. Also, Union leave
49
will not be counted against the 1400-hour
requirement for full vacation entitlement.
Section 3. Military and pregnancy leaves will be
granted in accordance with Federal and State law.
ARTICLE 15
SUPERVISION
Section 1. An Employee accepting a job as Supervisor
or any other salaried position that is part of
Management and not covered by this contract between
the Union and the Company, for a period up to three
(3) months, shall have their seniority restored exclusive
of the time spent in Management.
Section 2. 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 and
schedule can’t be met otherwise to meet customer
obligations. It is understood that the above-described
50
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 16
OVERTIME
Section 1.
(a) Employees will be paid time and one half for over
eight (8) hours of work performed in a twenty-four (24)
hour period, beginning four hours before the
employees regular shift starting time. However,
employees required to report prior to their regular
Monday shift starting time will be paid at the double
time rate, provided they work at least thirty-two (32)
hours in that week. The number of hours worked in a
twenty-four (24) hour period by any individual shall not
exceed twelve (12) hours without an eight (8) hour
break in between.
(b) Time and one-half shall be paid for all hours
worked on Saturday. Double time will be paid for all
hours worked on Sunday and holidays. In both cases,
thirty-two (32) hours must have previously been
worked to qualify unless on an approved Union leave.
(c) All hours worked over 48 hours will be paid at
double-time rate. Hours accumulate through the week
and double-time cannot be paid retroactively prior to
51
the 48-hour mark. Double-time will still be paid as in
Article 16 Section 1(b).
(d) When an employee is not offered work as a result
of a short workweek, or volunteers to go home as a
result of lack of work, the hours not available will be
counted towards the thirty-two (32) hour rule.
Employees electing not to report to work (other than an
act of God), are not credited towards the thirty-two (32)
hour rule.
(e) The company will assign a union designated
bargaining unit member, when available to make
overtime calls.
Section 2. 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.
Operator Classification Overtime
1. Voluntary Operators - other shifts
2. Other classification volunteers - other shifts
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Die Setter, Maintenance, Auditor, Production Handler/
Material Handler, and Support Operator Overtime
1. Within classification volunteers - other shifts
2. Back-ups - from other shifts (after all on shift
backups have been utilized)
3. Qualified (as determined by Management)
volunteers - from the shift.
4. Qualified (as determined by Management)
volunteers - other shifts
Section 3. Saturday Overtime
(a) When the need exists to work Saturday overtime
the Company will post a list for voluntary sign up by
Wednesday, unless customer requirements
necessitate a later posting. The most senior employee
in the classification on the shift shall be given the first
opportunity to 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
1. Voluntary Operators - on shift
2. Other Classification Volunteers – on shift
3. Invoke Mandatory Overtime
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4. Refer to Section 2 Daily “Overtime”
(b) Employees holding back-up positions 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 Production 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.
Die Setter, Maintenance, Auditor, Production Handler/
Material Handler, and Support Operator Overtime
Sequence
1. Within classification volunteers - on shift
2. Voluntary back-ups - from the shift
3. Invoke Mandatory Overtime
4. Refer to section 2 “Daily Overtime”
5. Out of classification qualified (as determined
by Management) volunteers - from the shift
54
6. Out of classification qualified (as determined
by Management) volunteers – from other shifts
(d) The Company will have the opportunity to fill
Saturday overtime needs, not filled by within shift
volunteers, by scheduling mandatory overtime,
provided such scheduling is done during the first four
(4) hours of the shift on Thursday unless production
requirements do not permit. Mandatory overtime will be
scheduled in reverse order of seniority; however, no
employee may be required to work more than two (2)
out of three (3) consecutive production Saturdays.
(e) To ensure a consistent practice, when the
production schedule is reduced, senior employees
within the classification who are mandated to work
overtime will have the option to leave the plant before
volunteer employees are released.
(f) Employees must work the scheduled overtime in
order to receive credit towards the two (2) out of three
(3) Saturday requirement. When voluntary overtime is
sufficient to meet production needs, employees not
scheduled will be counted as blank for Saturday in
question. When voluntary overtime is not sufficient to
meet production needs and any employee is mandated
to work, all employees not working will be counted off.
55
(g) Each employee (on a first come first serve basis)
will have the opportunity to schedule one Free Pass
Saturday off five (5) times per calendar year (limited to
five (5) employees per shift) that will count as a
Saturday worked. Requests must be made no sooner
than two (2) calendar months and no later than seven
(7) days prior to Saturday pass and cannot be
canceled after seven (7) days or less prior to Saturday
pass. Once scheduled, the employee cannot be
bumped out by a more senior employee.
Sunday/Holiday Overtime
(a) No employee shall be required to work
mandatory overtime on a Sunday. All Sunday
and holiday overtime will be scheduled on a
voluntary basis.
(b) All classifications will be scheduled in seniority
order by shift until the needs of the shift have
been met.
(c) 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 the 8- hour rest
period break between their shift last worked
and the shift requested.
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ARTICLE 17
HEALTH AND SAFETY
Section 1. The Company shall maintain all machinery
in a condition that will not jeopardize the life or health
of employees. Where an employee or group of
employees are of the opinion that a condition violates
this Section, he or they shall file a grievance as
hereinbefore provided, 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. Management Union Health & Safety
Committee. A joint Management/Union Health &
Safety Committee is hereby established, consisting of
members designated by Management and six (6)
members designated by Union Chairperson (two [2]
per shift). The Union shall also name one alternate
member of each shift to serve in the event one of the
regular members is absent. The Committee shall meet
monthly and the times of the meeting shall alternate
among shifts. A safety inspection by two (2)
Management Health & Safety Committee members
and two (2) Union Health & Safety Committee
members shall occur in conjunction with said Safety
57
Committee meeting. The time and frequency of the
meeting and of the inspections may be changed by
mutual agreement.
In the event of an accident/incident, a member of the
safety committee shall be notified and assist the shift
supervisor in the investigation of said accident/incident.
The Company agrees to pay the Union Health and
Safety Representatives their regular earnings to attend
these meetings. Committee members will have the
ability to flex hours to accommodate meetings or be
paid overtime if working outside of regular shift.
Section 3. In the event safety equipment is mandatory
for certain jobs, the Company agrees to bear the
expense of items concerned, as follows:
(a) Safety glasses are issued to the employees at
time of hire.
(b) Ear muffs or earplugs are to be used, supplied
by the Company in areas designated by the
Company.
(c) Gloves and arm guards for operators, where
needed, are furnished by the Company.
(d) It is the responsibility of the employee to use
safety equipment where required by the
Company.
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(e) Protective finger tape.
(f) Cloth and/or disposable masks, safety vests,
and winter coveralls as classification dictates
necessity.
Section 4.
(a) Management will continue the present practice for
the acquiring of prescription glasses for new
employees. For employees who have completed the
probationary period, Management will replace safety
prescription glasses in the event that the employee’s
eye prescription changes or, if in the course of
performance of their job duties, the employee’s glasses
are broken or otherwise rendered unusable. The cost
of a safety glass purchase per occurrence shall not
exceed $250.00.
(b) The Company will reimburse Maintenance and Die
Setters $250.00 for boots and $200.00 for tools
required to complete job related duties upon
presentation of receipt per calendar year. The
Company will reimburse Material Handlers $250.00 for
boots upon presentation of receipt per calendar year.
(1) If the employee signs off of the position
within thirty (30) days of the bid award, they must pay
back (via payroll deduction) 100% of the cost of the
59
tools, unless the tools are returned to the Company
within two (2) weeks.
(c) The Company agrees to provide uniforms, and
cleaning of same, for all Maintenance/Die Setter
employees.
Section 5. The Company will supply a clean and
sanitary First Aid Room, which will be supplied and
located in a suitable place.
Section 6. The Bargaining Committee will be given
one (1) copy of each accident report, signed by
employee and the Supervisor.
Section 7. The Company shall provide adequate
restroom facilities for men, women, and gender-neutral
employees and maintain such in a clean and sanitary
condition.
Section 8. In the event of imminent danger, defined
as “any conditions or practices which are such that
danger exists which could reasonably be expected to
cause death or serious physical harm” or as
subsequently defined by federal statutes pursuant to
the Occupational Safety and Health Act, it is
understood that Management will take immediate
action to resolve such imminent danger.
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Any employee or group of employees who believes
that they are being required to work under conditions
which are unsafe or unhealthy beyond the normal
hazard inherent in the operation in question, shall have
the right to file a grievance in accordance with the
grievance procedure as set forth in this Agreement.
Such grievance shall be processed immediately to
Step Two (2) of the procedure.
Section 9. The Company agrees to prioritize air quality
per annual air quality testing.
ARTICLE 18
GENERAL
Section 1.
(a) 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 summer
work force to supplement the current workforce.
The summer employees would serve a maximum
of 92 calendar days during the months of May
through September 30, and would be paid at a
rate equal to the new hire rate for the press
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operator classification. They would not be covered
by the Collective Bargaining Agreement, and time
worked under the summer Agreement would only
count up to a maximum of thirty (30) days toward
their probationary period if hired full time from last
day worked within ninety (90) days.
Summer employees may be discharged, laid off or
transferred at the discretion of the Company and have
no recall rights under the provision of this contract.
(b) Temporary Help. From time to time the Company
will employ temporary employees through an
outside service, as needs dictate, in the operator
classification. The Company will notify the
Bargaining Committee prior to their employment.
Temporary employees pay rate cannot exceed the
operator start rate and they will be placed on
regular payroll after 90 days, immediately join the
Union, and be covered by the CBA.
Temporary employees may be terminated at the
discretion of the Company and have no right
under this Bargaining Agreement.
The Company will not utilize temporary help when
the Union employees are laid off.
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Daily overtime will not be denied in the operator
classification when temporary employees are
working.
Employees completing temporary employment
and hiring in will not be required to complete a 60-
day probation and will immediately be instated into
the Tiffin Unit.
Temporary employees may volunteer for overtime
as long as it does not displace Union operators.
(c) Part-time Help. The Company may employ part-
time employees in its staffing strategy under the
following conditions:
1. Part-time employees pay rate cannot
exceed the operator start rate.
2. Part-time employees will be covered under
the provisions of the CBA.
3. Part-time employees will have the same
probationary period as regular full-time
employees.
4. Part-time employees will only be
employees in the operator classification
and are not eligible for bidding or transfers.
5. Part-time employees will have separate
seniority from full-time employees.
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6. Part-time employees will not be able to
switch between part-time and full-time
status. Part-time employees who become
employed on a full-time basis will comply
with all other provisions of the CBA 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 a probationary period.
7. Part-time employees will work a minimum
of eight (8) hours and a maximum of thirty
(30) hours per week. If full-time employees
have refused overtime and work for the
part-time employees is available, then the
maximum number of hours may be
increased.
8. Part-time employees will not be eligible for
benefits set forth for full-time employees,
unless expressly called out in the CBA.
9. Part-time employees will be eligible for
401K Plan as the result of regulatory
requirements for participation.
10. Part-time employees will have priority for
regular and weekend work over temporary
employees as long as it doesn’t exceed
maximum hours allowed.
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(d) Full-time employees will have priority over all
Summer, Temporary, and Part-time help in
regards to weekend work.
Section 2. The Company agrees to provide (pocket
size) copies of the Collective Bargaining Agreement to
bargaining unit members and the Union’s International
Representative.
Section 3. The Company and Union will administer the
Canteen Fund for the equal benefit of all employees.
The Union shall receive a copy of the Canteen Fund
Report upon request. A committee consisting of six (6)
Union and three (3) company employees shall meet
upon request.
Section 4. Effective June 7, 2012, all new employees
must have their paychecks Direct Deposited.
Section 5. The Company agrees to present $250.00
via direct deposit to any employee with perfect
attendance for each half of the year from January
through June and July through December.
The attendance bonus supersedes and replaces all
other offers of attendance bonuses from the Company.
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In the future, any other attendance program/bonus,
other than those listed within this Agreement, will
exclude Members unless it explicitly states the
attendance program/bonus includes the Members.
Section 6. Every employee shall notify the Company in
writing of any change of address and telephone
number within five (5) workdays. 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.
The employee shall receive one (1) copy, one (1) copy
will be sent to the Bargaining Committee, and the
Company shall retain the original copy. The Company
shall be entitled to rely upon the last address and
telephone number shown on its record for all purposes.
Section 7. The Company and Union will work jointly to
establish a Skilled Trades Enhancement Committee.
The Committee will consist of no less than one (1)
Bargaining Committee member, two (2) Union
maintenance employees, two (2) Union die setter
employees, and two (2) members of management. The
intent will be to meet no less than twice per year, as
well as on an as needed basis, to discuss college
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course requirements, working conditions, equipment,
and any other issues related to the skilled t
ARTICLE 19
CONFLICTS WITH LAWS OR REGULATIONS
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.
It is the express intent of the parties to this Agreement
that it shall not be interpreted in such a manner as to
cause to constitute a violation of P1-88-31 known as
the Equal Pay Act of 1963 or Title VII of PL-88-352
known as the Equal Employment Act of 1964.
The Company and the Union recognize their obligation
to comply with ADA and FMLA.
ARTICLE 20
WORK STANDARDS
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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.
When a work standard is established, a representative
number of employees on the job shall be consulted as
to the operation of the job; such standard shall remain
unchanged unless and until the operation is changed
as a result of change in method, work content, layout,
equipment or materials.
When a standard is not established, an employee who
is following the prescribed method and performing at a
normal pace will not be disciplined for failure to work at
an above normal pace.
ARTICLE 21
WAGES
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Section 1. In the event that an employee returns to the
operator class, their former wage rate will apply.
Section 2. After the signing of this Agreement, no
increase will be granted to any employees in the
bargaining unit, unless the same rate of increase is
granted to all employees in the same class and type of
service in the plant, except by permission of the
Bargaining Committee.
Section 3. Whenever employees are needed for
inventory purposes, such employees shall receive their
regular rate of pay.
Section 4. Employees working 11-7 (1 st shift) and 3-11
(3 rd shift) shall be paid .75¢ per hour over the rate of
the day worker, 7- 3 (2 nd shift).
Section 5. An employee who suffers a plant injury and
requires outside medical attention, will receive pay for
lost time during regular scheduled shift (on the day of
the injury only).
Section 6. Firemen who are called to duty or EMT’s
on a run prior to shift will be paid the difference
between their regular shift pay and what they are paid
by their department or organization.
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Section 7. Employees called for jury duty will be paid
the difference between their regular shift pay and jury
duty pay, providing they show proof. Employees
released from duty at a time that would permit the
employee to work at least four (4) hours will be
required to do so. A reasonable period of time will be
considered for travel and for personal needs.
The schedule of wages to be paid to employees
covered by this Agreement is as follows:
6/2/2024 1/1/2025 6/1/2025 1/1/2026
Senior Operator $19.45 $20.20 $20.95 $21.45
Support Operator $19.70 $20.45 $21.20 $21.70
Prod/Mat ‘l Handler $20.15 $20.90 $21.65 $22.15
Auditor $20.35 $21.10 $21.85 $22.35
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Operators
6/2/2024 1/1/2025 6/1/2025 1/1/2026
New Hire $18.00 $19.00 $19.50
1 year $18.50 $19.50 $20.00
2 year $19.00 $20.00 $20.50
3 year $19.45 $20.95 $21.45
4 year
Die Setter $22.25 $23.00 $23.75 $24.25
Maintenance C $22.25 $23.00 $23.75 $24.25
Maintenance C1 $22.65 $23.40 $24.15 $24.65
Maintenance B $23.50 $24.25 $25.00 $25.50
Maintenance B1 $24.50 $25.25 $26.00 $26.50
Maintenance A $25.25 $26.00 $26.75 $27.25
Maintenance A1 $26.25 $27.00 $27.75 $28.25
6/1/2026 1/1/2027 6/1/2027 1/1/2028
Senior Operator $21.95 $22.70 $23.45 $24.00
Support Operator $22.20 $22.95 $23.70 $24.25
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6/1/2026 1/1/2027 6/1/2027 1/1/2028
Prod/Mat’ l Handler $22.65 $23.40 $24.15 $24.70
Auditor $22.85 $23.60 $24.35 $24.90
Operators
New Hire $20.00 $20.50 $21.00 $21.50
1 year $20.50 $21.00 $21.50 $22.50
2 year $21.00 $21.50 $22.00 $23.50
3 year $21.95 $22.70 $23.45 $24.00
4 year
Die Setter $24.75 $25.50 $26.25 $26.80
Maintenance C $24.75 $25.50 $26.25 $26.80
Maintenance C1 $25.15 $25.90 $26.65 $27.20
Maintenance B $26.00 $26.75 $27.50 $28.05
Maintenance B1 $27.00 $27.75 $28.50 $29.05
Maintenance A $27.75 $28.50 $29.25 $29.80
Maintenance A1 $28.75 $29.50 $30.25 $30.80
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***Material Handlers, when transporting to the offsite
warehouse will make an additional $1.00 per hour more while
on that assignment,
***Maintenance positions to receive an additional $2.00 per
hour for Journeyman Card.
(a) Upon ratification of contract, all active Union
members with one (1) year of seniority
employed on date of ratification will receive
$600 and all active Union members with less
than one (1) year of seniority employed on
date of ratification will receive $300 to be paid
out within two (2) weeks of ratification.
ARTICLE 22
BEREAVEMENT PROVISIONS
Section 1. Any full-time employee who has completed
the probationary period will be eligible for a leave of
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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
• Siblings
*Parent of current spouse
*Spouse's parents
Three (3) With
Pay
• Son /Daughter-in-Law
• Parent-in-Law
• Brother /Sister-in-Law
• Niece /Nephew
• Grandchild
• Grandparents
Day of Funeral with Pay
• Great-Grandparent of Employee or current Spouse
• Grandparent of Current Spouse
• Aunt/ Uncle
1.
*Siblings include brothers/sisters, step-brothers/ sisters, half-
brothers/sisters.
In the event of a postponed funeral or celebration of
life, an employee may split the time accordingly.
Bereavement time will only be paid as Monday through
Friday lost time.
Section 2. Eligibility of Benefit
(a) Employees who have not completed their
probationary period may receive time off in the event of
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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.
Section 3. Receipt of Benefit Pay
Regular straight time pay will be granted only for those
regular scheduled work days which occur between and
including the day of death and up to two (2) calendar
days after the funeral, and accordingly, may involve
reimbursement for less than three (3) days.
Appropriate documentation (bereavement form) must
be submitted to the Company before the benefit can be
approved to be paid.
Section 4. When an employee’s bereavement day falls
on a Friday, they shall be exempt from previously
scheduled overtime work. Bereavement days shall be
counted as qualifying for holiday pay.
Paid time off for bereavement will not be counted
against hours for weekend overtime and vacation
entitlement.
Section 5. Employees may request additional days off
without pay; such request is subject to management
approval and will not be subject to the provisions of the
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attendance policy when approved. Employees may
also request time off, without pay, to attend a funeral of
other relatives not mentioned in this article, provided
the Company has been given advanced notice. (The
Company has the right of final determination and the
right to see appropriate documentation).
ARTICLE 23
VACATIONS
Section 1.
(a) An employee’s amount of vacation eligibility shall
be based on the employee’s Company hiring date and
year and 1400 hours worked (which will include
Vacation and Holiday Hours) as of December 31 of
each year for the preceding twelve (12) months. 160
hours of S&A (provided the S&A occurred while
actively employed) will count towards the 1400-hour
requirement. 480 hours of documented work-related
injury will count towards the 1400-hour requirement.
In order to provide some vacation for new employees
hired in November or December of the previous year,
employees laid off the previous year or absent for any
approved reason, the Company will grant vacation on a
pro-rated basis of one-fifth (1/5) of their normal
vacation for each 280 hours worked the previous year
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(not to exceed the amount of their normal vacation). On
the anniversary date, the remainder of the vacation will
be earned if 1400 hours are worked. If hired in
November or December, those hours worked will be
carried over to count toward the 280 hours worked.
New employees hired in the current year, will be
eligible for one (1) vacation day per 280 hours worked,
not to exceed 5 days in the first year of employment.
First year employees who satisfy the number of work
hours will become eligible for the remainder of their
vacation on their anniversary date. During the year of
hire, 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.
Length of Seniority Vacation Vacation Pay
1 year 5 days 40 hours
2 years 8 days 64 hours
3 years 10 days 80 hours
5 years 12 days 96 hours
7 years 15 days 120 hours
10 years 17 days 136 hours
14 years 20 days 160 hours
17 years 23 days 184 hours
20 years 25 days 200 hours
22 years 26 days 208 hours
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(b) Employees with 25 years or more of service will
receive additional 40 hours vacation pay and every five
(5) years thereafter. These hours are paid only and not
able to be taken as vacation days.
(c) If an employee reaches their 5-year increment at 25
years plus, in the year 2024 and thereafter, the forty
hours of vacation will be paid out at the end of the
year. When an employee reaches the 25 years or more
of service (30,35, 40, etc.), if employment ends after
the milestone, the forty hours will be paid out.
Section 2. The vacation period shall be January 1 to
December 31 of each year. All vacation time will be
paid at the rate of forty (40) hours of straight time pay
for their regular classification. Vacation time may be
taken Monday through Saturday, provided such
request is submitted prior to the scheduling of that
Saturday.
Section 3. Scheduling of Vacations
(a) Management will authorize vacation requests in a
way as to not jeopardize business requirements. The
Company will attempt to permit additional vacation
allotments during the summer months. If vacation
schedules are fully utilized, the request will be
disapproved. Employees are responsible for tracking
vacation day usage and should a day be taken in error
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of the policy; the appropriate attendance charge will be
made and correction of payroll processed.
(b) In scheduling vacations, the Company maintains
precedence in that an ample number of employees are
available at all times. When business conditions
warrant, the Company shall provide at least fifteen (15)
employees per shift the opportunity to take vacation (of
these fifteen (15), no more than one (1) Maintenance,
one (1) Auditor, one (1) Die Setter, two (2) Production
Handlers, one (1) Material Handler, seven (7)
Operators, and two (2) Support Operators classified
employees can be included). Management will notify
the Union when any reductions to the vacation
approval procedure are warranted which includes
either increasing or decreasing the number of vacation
slots allotted.
(c) Vacations are scheduled with the following notice:
Less than one week/single day or a half (½) day
vacation requests cannot be scheduled more than two
(2) calendar months in advance of day(s) requested
off.
(d) Employees who apply for vacation time and receive
approval cannot later be bumped out of the vacation by
a more senior employee.
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(e) If an employee is absent due to bereavement as
provided for in this Agreement, or approved leave for
illness or injury at the time their vacation is scheduled,
they may postpone their vacation to a later date within
the vacation year by notifying the Company in advance
of such.
(f) After a vacation has been approved, if an employee
is involuntarily moved to a different shift, they may
cancel the vacation with a forty-eight (48) hour notice
in writing to the Company.
(g) An employee approved prior to the Saturday
schedule for a Friday vacation or a ½ day vacation in
the second half of the shift on Friday, will not be
required to work the Saturday following the Friday
vacation.
(h) An employee approved for a Thursday vacation
prior to a Friday holiday will not be required to work the
Saturday following the vacation.
(i) An employee may cancel a full week of scheduled
vacation upon forty-eight (48) hours’ notice to the
Company. Vacation days scheduled on non-production
or non-scheduled working days, may not be canceled
or rescheduled, if the employee has received pay for
those days.
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Section 4. Receipt of Vacation Pay
(a) Employees may not receive their vacation pay in
advance if the payroll has been completed for that
week. If the vacation pay has already been processed,
the employee will not be allowed to cancel that
vacation pay, but shall be allowed to schedule the time
off at a later date, provided vacation openings are
available. Only a full week of vacation may be paid in
advance. All other vacation time will be paid as taken
in that pay period week.
(b) Employees are not permitted to carry over unused
vacation from one year to the next. Any unused
vacation will be paid automatically on the last pay
period in December.
(c) If an employee dies, their beneficiary or estate shall
receive the remainder of vacation pay entitled to the
employee for that vacation calendar year.
(d) Total vacation credits accrued but not taken during
the year of any employee’s retirement, resignation or
termination of employment will be paid to the employee
at the regular base rate provided the employee has
completed one (1) year of service with the Company.
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(e) Regarding Union leave/vacation pay: An employee
who otherwise would be eligible for vacation, but for
time spent on Union leave, nonetheless will receive
their vacation.
Section 5. Other
(a) Vacation requests cannot be submitted any earlier
than November 1st for the upcoming new vacation
year.
Section 6. Vacation Buyout
(a) With written notification to payroll, employees may
buyout full vacation weeks in-lieu-of time off. A full
week buyout will count towards section 3(c) of this
article.
Section 7:
All employees that have completed the probationary
period will receive three (3) paid personal days per
calendar year and one (1) unpaid personal holiday.
These days may not be unreasonably denied. A
personal day taken on a Friday shall apply to Saturday
scheduling (Reference Article 23 Section 3(g)). Any
unused personal days at the end of the calendar year
shall follow Article 23 Section 4(b). (Effective June 2,
2021). Personal days may be cashed out during the
year. These days are not subject to the single day rule
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of sixty (60) days prior and may be submitted one (1)
year in advance.
ARTICLE 24
HOLIDAYS
Section 1. The Company provides employees who
meet the eligibility requirements with twelve (12) paid
holidays. The holidays are as follows:
New Year’s Day
Veteran’s Day
Martin Luther King Jr. Day Thanksgiving Day
Good Friday Day after Thanksgiving
Memorial Day Christmas Eve Day
Independence Day Christmas Day
Labor Day New Year’s Eve Day
Two Floating Holidays (determined by the Company)
Section 2. Qualifying Requirements
(a) Eligibility for holiday pay requires that an employee
has completed at least forty-five (45) working days of
their probationary period prior to the holiday. The
employee must have worked the last scheduled
workday prior to and the next scheduled workday after
such holiday within the employees regularly scheduled
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workweek. However, employees will be allowed up to
one half hour for tardiness without affecting their
holiday pay. Employees on vacation the day before or
after the holiday will also receive holiday pay.
(b) An absence of two, but not more than five (5)
workdays before the holiday, with a medical statement
for an employee’s medical condition, shall qualify the
employee for holiday pay. An absence of two (2) or
more days immediately following the holiday with a
medical statement for an employee’s medical condition
shall qualify the employee for holiday pay.
(c) An employee on other types of leaves, with the
exception of bereavement, jury duty, and union leave,
will not qualify to receive holiday pay.
(d) Employees shall receive holiday pay for any holiday
that falls within the first ten (10) working days of a
layoff. In the event an employee is placed on layoff
status effective the first day after a holiday, they shall
also be eligible for holiday pay.
Section 3. Receipt of Holiday Pay
(a) Employees eligible for holiday pay under this Article
shall receive eight (8) hours pay at their regular straight
time hourly rate. If an employee works on any holiday,
they will receive holiday pay plus double time.
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(b) Employees who have accepted holiday work
assignments and then fail to report and perform such
work without reasonable cause, shall not receive pay
for the holiday.
Section 4. Observance of Holiday
When a holiday falls on the weekend, Saturday
holidays will be observed on Friday and Sunday
holidays will be observed on Monday. Eligible
employees will be paid for such holiday(s) when
mutually agreed upon by the Bargaining Committee
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 as stated above, the parties will
meet to discuss in advance and notify the membership
no later than two (2) weeks prior.
ARTICLE 25
RETIREMENT PLAN
Section 1. The parties have agreed upon the terms of
a 401(k) Plan which became effective December 1,
1990; the terms and conditions of which are contained
in the plan documents to which reference is hereby
made. A summary booklet will be provided to each
employee describing the plan.
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This Plan will provide for a $.50 Company match for
each $1.00 of an employee’s contribution, but such
Company matching contributions will not be made on
employee contributions that exceed ten (10) percent of
an employee’s gross weekly compensation.
ARTICLE 26
INSURANCE BENEFITS
Section 1. The Company will provide medical benefits
with the health plan provider of its choice.
The Company will offer benefits to employees through a
managed care product. The specific terms of which are
covered in the benefits summary and booklet (subject to plan
design changes annually) to which reference is hereby made.
This benefit is to all employees who have completed their
probationary period.
Effective January 1, 2025, the hospital-medical benefits will
be paid by the Company (80%) offset by employee
contributions of 20% through the life of the agreement.
(a) Unless mandated by an insurance carrier, there will
be no enrollment eligibility requirements for
employee spouses, otherwise known as spousal
exclusion.
The deductibles and out of pocket, maximums are for
the PPO Plus plan:
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Single Family
Annual In Network Deductible $500 $1000
Annual Out of Network Deductible $1000 $2000
Annual In Network Out-of-Pocket $3500 $7000
Annual Out of Network Out-of-Pocket $7,000 $14,000
Employees will be eligible to enroll in a High Deductible
Health Plan (HDHP). The premiums will be set at 5%
for single, 5% for employee plus one, and 10% for
family coverage. 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
employee pays 20% up to an additional $2000 in-
network for single and $4000 in-network for family.
Preventative care is covered at 100% with no
deductible. The HDHP is subject to the following
deductibles and out-of-pocket limits:
Single Family
Annual In Network Deductible $2000 $4000
Annual Out of Network Deductible $4000 $8,000
Annual In Network Out-of-Pocket $4,000 $8,000
Annual Out of Network Out-of-Pocket $8,000 $16,000
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Employees who elect to change from the PPO to the
HDHP will be able to transfer year to date deductibles
but will not be able to transfer co-insurance (90/10)
paid year to date (IRS regulations). Employees with
FSA balances will also have to wait until Open
Enrollment for 2025 coverage year. 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.
Section 2. Prescription Drug Program
The Company shall provide a prescription drug
program as part of the medical plans. Generic drugs
will be mandated when available. Refer to the
summary plan description for additional information.
The Company will also provide a mail order drug
program which provides a 90-day drug supply with the
same deductibles as above.
Section 3. Life Insurance/ STD Benefits
The Company shall also provide, at no expense to the
employees who have completed their probationary
period, life insurance and STD benefits. The Company
shall be required to provide STD checks in a
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reasonable and timely manner. Life insurance and STD
are as follows:
$40,000 effective January 1, 2022.
STD Sickness & Accident Benefits: 50% of base rate
for the length of the contract. STD benefits are payable
for a maximum of twenty-six (26) weeks.
Section 4. Flexible Spending Account.
Once each year employees will be given the
opportunity to sign up to have weekly, pre-tax
deductions from their paychecks for a flexible spending
account.
Section 5. Employee Insurance Contributions
(a) Employees, including those on leave of absence,
are responsible for keeping their insurance
contributions current. Employees failing to make
monthly insurance contributions will be sent one
registered letter reminding them of the amount that is
due. Should no payment be made within seven (7)
days, the coverage will be dropped and COBRA
notification letter will be mailed.
(b) Insurance premiums will be paid by the Company,
less the employee contribution for the period of eight
weeks after separation due to lack of work, provided
employee keeps their contribution current and is not
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more than seven (7) days delinquent as outlined in
Section 5(a) above. Employees on layoff are not
eligible for S&A insurance coverage.
(c) Employees medical leave longer than twenty-six
(26) weeks, will not be eligible for insurance, if their
leave extends longer than that period.
ARTICLE 27
EQUALITY AND NON-DISCRIMINATION
The provisions of this Agreement shall apply to all
employees covered by this agreement, without
discrimination on account of race, color, national origin,
marital status, sex, creed, age, disability, veteran
status, sexual orientation, or identity.
References to persons or positions in this Agreement
shall be deemed to include masculine, feminine and
non-binary gender.
ARTICLE 28
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
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covered hereby. It is also acknowledged that during the
negotiations which resulted in this 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 understandings and
agreements arrived at by the parties after the exercise
of that right and opportunity are set forth in the
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 29
STRIKE AND LOCKOUT
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
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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 30
DURATION OF AGREEMENT
This Agreement shall continue in full force and effect until
June 1, 2028, 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
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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. (A signed signature page is on file.)
COMPANY UNION
Amanda Wilson David Green
V.P. of Human Resources Director Region 2-B, UAW
Jon Crum Rich Crayon
Plant Manager International Representative
Kristy Pothast Keith Runion
Human Resources Manager Bargaining Chairperson
Jeff Mendoza
Vice-Chairman
Tim Weaver
Committee-at-large