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 ...................................................9
Article 6 Management Rights...........................................13
Article 7 Grievance Procedure .........................................15
Article 8 Working Hours ...................................................20
Article 9 Seniority.............................................................22
Article 10 Probationary Employees ....................................25
Article 11 Reduction and Layoffs .......................................26
Article 12 Recall.................................................................30
Article 13 Bidding and Transfers ........................................31
Article 14 Leave of Absence ..............................................45
Article 15 Supervision........................................................47
Article 16 Overtime ............................................................48
Article 17 Health and Safety ..............................................54
Article 18 General..............................................................58
Article 19 Conflicts with Laws or Regulations.....................59
Article 20 Work Standards .................................................60
Article 21 Wages ...............................................................61
Article 22 Bereavement Provisions ....................................64
Article 23 Vacations...........................................................66
Article 24 Holidays.............................................................71
Article 25 Retirement Plan .................................................74
Article 26 Insurance Benefits .............................................74
Article 27 Equality and Non-Discrimination ........................78
Article 28 Waiver ...............................................................79
Article 29 Strike and Lockout .............................................80
Article 30 Duration of Agreement .......................................80



THIS AGREEMENT made and concluded in the City of
Tiffin, and County of Seneca, and State of Ohio, this 2nd
day of June 2021, 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,
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
effected 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; 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;


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 grievance which may
arise during the operation of this Agreement.



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
event any action or claim is commenced against the
Company to recover any damages, the Union shall
intervene and defend such action.



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
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.


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-
Chairperson, and two (2) Committee Members -at -


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
to their shift and classification when their seniority


(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
Section 6. The Company will provide the Bargaining
Committee with space 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.
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.


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.
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 may be established from
time to time by said Local Union in accordance with the
Constitution of the International Union, UAW, but not
less than five dollars ($5.00) monthly. I authorize and
direct you to deduct such sums from my pay and remit
same to the Union at such times and in such manner as
may be agreed upon between you and the Union at any
time while this authorization is in effect.
This Agreement, authorization and direction shall be
irrevocable for the period of one (1) year from the date
of delivery hereof to you, or until the termination of the
collective agreement between the Company and the
Union which is in force at the time of delivery of this


authorization, whichever occurs sooner; and I agree and
direct that this assignment, authorization and direction
shall be automatically renewed, and shall be irrevocable
for successive periods of one (1) year each or for the
period of each succeeding applicable collective
agreement between the Company and the Union,
whichever shall be shorter, unless written notice is given
by me to the Company and the Union not more than
twenty (20) days and not less than ten (10) days prior to
the expiration of each period of one (1) year, or of each
applicable collective agreement between the Company
and the Union, whichever occurs sooner.
This Authorization is made pursuant to the provisions of
Section 302 (c) of the Labor Management Relations Act
of 1947 and otherwise.
Section 2. All deductions made in accordance with
Section 1 thereof, will be made from the payroll the third
(3rd) full week of each month in which the employee has
been compensated for forty (40) hours or more in that
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 (3rd) 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).
C. Employees not subject to check-off (less than 30
D. Designation of new hires that month.
E. Designation of those terminated or resigned that
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.


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, 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.


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. 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.
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
(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 3rd 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
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,
the 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 three (3) 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.
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 Third 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.



Section 1. The workweek shall be deemed to start on
Sunday, 11:00 p.m. When an employee works later
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
Section 1(b). 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.
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 back up 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
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
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)



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 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. Every employee shall notify the Company in
writing of any change of address and telephone number
within three (3) workdays. The employee shall receive
one copy, one 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 4. The seniority list shall be updated quarterly
and shall be posted on the bulletin board and a copy
given to the Unit Chairperson.
Section 5. 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 6. Employees shall be terminated and lose
seniority for the following causes:
(a) Failure to join and remain in the Union as provided
(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
(e) Voluntarily quitting,
(f) When on lay off for three (3) years,
(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).



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.


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 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
(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
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
(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


(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.
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.
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.


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 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.


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) On shift backups
(2) Within classification
(3) Plant wide seniority
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.
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
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.
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


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:
(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
January- March = 2 attendance points maximum
April- September = 4 attendance points maximum
October- December = 5 attendance points maximum


Per the current attendance policy at the time of the
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
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.


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
January- March = 2 attendance points maximum
April- September = 4 attendance points maximum
October- December = 5 attendance points maximum
Per the current attendance policy at the time of the
The Company agrees to post and maintain back-up bids
for the following classifications: Auditor, Production
Handler, Material Handler, S.O., Die Setter, and
Maintenance. 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 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.


(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
(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 is required with
supervisor approval.


(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
(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
Employees must fill out the Fair Trade Agreement form
and post on the bulletin board for 5 working days; or a


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.


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
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
(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
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
(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
Material/ Production Labeling procedure, maintain dunnage
set-up at the assigned workstations and all other duties as
assigned by the Supervisor.



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
(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.
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


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
Section 2. 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.
Section 3. Military and pregnancy leaves will be granted
in accordance with Federal and State law.


Section 1. An Employee accepting a job as Supervisor
or any other job that is part of Management not covered
by this contract between the Union and the Company,
for a period up to six (6) months, shall have their


seniority restored exclusive of the time spent in
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 work by such Supervisor or
other salaried personnel shall be only for the purpose
set forth and not for the purpose of displacing direct


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.
(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
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
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
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
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 three (3) out of four (4)
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 three (3) out of four
(4) 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.
(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 each 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.


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
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 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
(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
(e) Protective finger tape.
(f) Cloth and/or disposable masks, safety vests,
and winter coveralls as classification dictates
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 $200.00.
(b) The Company will reimburse Maintenance and Die
Setters $200.00 for boots and $150.00 for tools required
to complete job related duties upon presentation of
receipt per calendar year. The Company will reimburse
Material Handlers $200.00 for boots upon presentation
of receipt per calendar year.
(c) The Company agrees to provide uniforms, and
cleaning of same, for all Maintenance/Die Setter


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 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.
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 1. 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 operator classification, minus $.50 for the first
thirty (30) calendar days and the entry level hiring rate
for the press operator position thereafter. 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.
Section 2. The Company agrees to provide (pocket
size) copies of the Collective Bargaining Agreement to


bargaining unit members and the Union’s International
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.



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.


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.


Section 1. Effective June 2, 2021, 2022, and 2023 all
Operators, Support Operators, Production Handlers,
Material Handlers, and Auditors will be paid an increase
of .50¢ per hour.
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 (1st shift) and 3-11
(3rd shift) shall be paid .25¢ per hour over the rate of the
day worker, 7- 3 (2nd 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.
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:
                                                                                  June 2, JUNE 2, JUNE 2
                                                                                     2021     2022    2023
                            Senior Operator                    17.45     17.95    18.45
                            Support Operator                17.70     18.20    18.70
                            Prod./Mat’l Hdlr.                  18.15    18.65    19.15
                            Auditor                                       18.30   18.80    19.30
                                                                                  June 2, JUNE 2, JUNE 2
                                                                                    2021,    2022,    2023

                                           Maintenance C         19.25    20.25    21.25
                                           Maintenance C1       19.65    20.65    21.65
                                           Maintenance B         20.50    21.50    22.50
                                           Maintenance B1        21.50    22.50    23.50
                                           Maintenance A         22.25    23.25    24.25
                                           Maintenance A1        23.25    24.25    25.25
                                           Die Setter                     19.25    20.25    21.25



                                                                                   JUNE 2, JUNE 2, JUNE 2
                                                                                      2021    2022    2023

                            New Hire Starting Rate                 14.70    15.20    15.70
                   6 months – From Date Of Hire    14.70    15.20    15.70
                   1 year                                                      14.70    15.20    15.70
                   2 years                                                   15.45    15.95    16.45
                   3 years                                                   16.40    16.90    17.40
                   4 years                                                   17.45    17.95    18.45


Section 1. An active seniority employee who suffers a
death in the employee’s immediate family may receive
up to:
Five (5) workdays off with pay for the following covered
members: life partner, parent, and child.
Three (3) workdays off with pay for the following covered
members: stepparent, parent of current spouse,
stepchild, brother, sister, stepbrother, stepsister, half-
brother, half-sister, grandparents, brother-in-law, sister-
in-law, son-in-law, daughter-in-law, grandchild,
spouse’s stepparents and spouse’s grandparents.
One (1) day, the day of the funeral, will be paid for an
aunt, uncle, niece or nephew of the employee.


In cases where the funeral is delayed, an employee may
take two (2) days immediately following the date of
death and postpone one (1) day for the purposes of
attending a funeral when such funeral is held.
Section 2. Eligibility of Benefit
(a) Employees who have not completed their
probationary period may receive time off in the event of
a death in the immediate family as covered in Section 1,
but will not receive pay for time off.
(b) Employees who are on leave of absence or layoff
status are not eligible for this benefit as they have not
lost wages and were not scheduled to work.
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.


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
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).


Section 1. 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,
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 (not to
exceed the amount of their normal vacation). New
employees 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.
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

(Effective January 1, 2022)
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
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 eleven (11)
employees per shift the opportunity to take vacation (of
these eleven (11), no more than one (1) Maintenance,
one (1) Auditor, one (1) Die Setter, one (1) Production
Handler, one(1) Material Handler, five (5) Operators,
and one (1) Support Operator classified employee 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 (1⁄2) day
vacation requests cannot be scheduled more than two
(2) calendar months in advance of day(s) requested off.


Three (3) vacation days per year can be taken in six (6)
four (4) hour segments.
(d) Employees who apply for vacation time and receive
approval cannot later be bumped out of the vacation by
a more senior employee.
(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 1⁄2 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


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
(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.
(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


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:
(a) All employees that have completed the
probationary period will receive three (3) paid personal
days per calendar year. 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).


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 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
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.
(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 in order to properly/timely notify the



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.
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 six (6) percent of an
employee’s gross weekly compensation.


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.


The medical benefits remain paid by the Company (75%),
offset by employee cost share of (25%).
The deductibles and out of pocket, maximums are for
the PPO Plus plan:
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


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
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
2022 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.
A. On January 1, 2010 the Company will be adopting
new enrollment eligibility requirements for employee
spouses. If an employee’s spouse is employed and
eligible for medical benefits from their employer, they
will be required to enroll in that employer’s plan prior to
being enrolled in GRAMMER’S medical benefits as a
secondary insurance plan. Should the spouse be
required to pay more than 30% of their employer’s cost


for a single premium, the spouse will be allowed to enroll
in the GRAMMER medical benefits.
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 reasonable
and timely manner. Life insurance and STD are as
$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
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.




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, or disability, or veteran
status, or sexual orientation.
References to persons or positions in this Agreement
shall be deemed to include masculine, feminine and
non-binary gender.


By this agreement, the Company and the Union have
set forth herein all the Agreements between them with
respect to rate of pay, salaries, hours of employment, or
other conditions of employment of employees covered
hereby. It is also acknowledged that during the
negotiations 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.


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



This Agreement shall continue in full force and effect until June
1, 2024, 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
Should either party desire to modify, alter, or amend this
Agreement on or after the above date, said party shall give
sixty (60) days written notice of such desire to the other party.
In the event such notice has been served and negotiations for
a new Agreement are not completed by the expiration date of
said sixty (60) day notice or the above termination date,
whichever occurs later, this Agreement shall nevertheless
continue in full force and effect until a new Agreement is
signed, unless the original notifying party gives the other party
written notice to terminate said Agreement, which shall not be
earlier than twenty-four (24) hours from the receipt of said
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.)


Rich Crayon International Representative
Mark Dickinson V.P. Human Resources 
Josh Schleter
Kristy Pothast 
Human Resource Manager 
Keith Runion
Mike Davis