Common use of CAN INDUSTRY MANUAL Clause in Contracts

CAN INDUSTRY MANUAL. The Company agrees to the incorporation, by reference, into the Agreement of the updated Co-operative Can Industry Agreement and Manual and current amendments thereto, which sets out the principles and basic procedures of the programme for describing and classifying hourly-rated production and maintenance jobs, The Company further agrees to classify present and future employees covered by this Agreement in accordance with this Manual. In the interest of effective administration of the Co-Operative Can Industry Manual, a Plant Union Job Evaluation Committee on Job Classification, consisting of not more than three employees depending on the number of employees in the bargaining unit, shall be established in the plant. The size of the Committee shall be based on the following: Up to Members 1 Committeeman to Members 2 Committeemen 1 and over Members 3 Committeemen Committee members will be designated in writing by the Union to Management. Members of the Plant Union Evaluation Committee will not lose pay for time spent during regularly scheduled working hours while investigating the accuracy of descriptions for new or changed jobs or attending in-plant meetings with Management on the applicable factoring on job description for such new or changed jobs. The parties agree to work together in the description and classification of new or changed jobs in the following manner: When and if from time to time the Company establishes a new job or change in duties of a job, a new job description and classification shall be established in accordance with the Can Industry Manual. The Company shall prepare and submit to the Union a new job description, applicable factoring and classification in accordance with the Can Industry Manual, no later than thirty working days after such changes. The Union shall, within thirty working days, review the job description, factoring and classification and advise the Company representative of their comments. Should the parties not reach agreement on the job description and classification, the Company shall install the proposed classification and the matter shall be settled through the grievance procedure. If the grievance is submitted to arbitration, the decision of the Arbitrator shall be effective as of the date the new job was established or the change or changes installed. In the event Management does not develop a new job description and classification the Union Job Evaluation Committee may process a grievance under the grievance and arbitration procedures of this Agreement requesting that a job description and classification be developed and installed in accordance with the provisions of the Manual. The resulting classification shall be effective as of the date the new job was established or the change or changes installed, but in no event earlier than thirty calendar days prior to the date the grievance was filed. When Management changes a job but the change does not affect the numerical classification in an amount sufficient to cause an increase or decrease in the classification, Management will nevertheless submit a revised job description and factoring evaluation. Notwithstanding the provisions of the Manual, any factoring change which results in placing a job in a lower job classification will not reduce the rate of any employee assigned to such job at the time of the change. The higher rate will apply only during the period that the employee is assigned to such job. When a Committee Member is required to leave his job or department, he shall first receive permission from his supervisor or department supervisor, which permission shall not be unreasonably withheld. After receiving permission to visit another department, he shall report to the supervisor or supervisor whose department he wishes to visit. All trade, craft and skilled jobs shall be maintained as pure jobs without the inclusion of non-skilled functions. However, significant reduction of individual job due to changes in business or equipment may create conditions which will not justify the pure classification. During such circumstances, non-skilled functions may be added to a trade, craft or skilled job but only on a regular basis and only so long as the conditions justifying such arrangement continue to exist. The parties do that certain non-skilled functions are inherent parts of skilled jobs and the inclusion of these functions as part of a skilled job will not be a violation of this Agreement. Examples of this include: The normal tending duties assigned to Maintainers which include operating functions (such as operating a operating a piece line), and lubricating equipment which the employee is assigned to maintain. Maintainers preparing equipment for operation. Relief With respect to Production and Service jobs, (not including trade, craft and skilled jobs) no combination nor increase in work requirements shall be made on any job which shall result in unreasonable work requirements. Whenever Management contemplates combining Production and Service jobs or increasing the work requirements of a job it will notify the Union in advance, unless the circumstances preclude such advance notice. Any suggestions received from the Union will be considered, and upon request, Management will provide the Union with an explanation of the facts and reasons for the change. If, after reasonable experience with such change, which will normally be thirty days, and considering the facts and any explanation provided by the Company, the Union believes that the work requirement created by such change has been made unreasonable, it may file a grievance in the Second Step within sixty days of the date of such change. The grievance shall include a statement setting forth the specific facts which the Union believes warrants its claim of an unreasonable work requirement. Should the grievance be appealed to Arbitration it will be docketed, heard and decided within ninety days of the appeal, unless the parties determine the circumstances require otherwise. If the Arbitrator determines that the work requirement is unreasonable he shall only have the authority to order Management to remedy the unreasonable work requirement.

CAN INDUSTRY MANUAL. The Company agrees to the incorporation, by reference, into the Agreement of the updated Co-operative Operative Can Industry Agreement and Manual and current amendments thereto, which sets out the principles and basic procedures of the programme for describing and classifying hourly-rated production and maintenance jobs, . The Company further agrees to classify present and future employees covered by this Agreement in accordance with this Manualmanual. In the interest of effective administration of the Co-Operative Can Industry Manual, a Plant Union Job Evaluation Committee on Job ClassificationClassi- fication, consisting of not more than three employees depending on the number of employees emplo- yees in the bargaining unit, shall be established in the plant. The size of the Committee shall be based on the following: Up to Members 1 Committeeman to Members 2 Committeemen 1 and over Members 3 Committeemen Committee members will be designated in writing by the Union to Management. Members of the Plant Union Evaluation Committee will not lose pay for time spent during regularly scheduled working hours while investigating investi- gating the accuracy of descriptions for new or changed jobs or attending in-plant meetings with Management management on the applicable factoring on job description for such new or changed jobs. The parties agree to work together in the description and classification of new or changed jobs in the following manner: When and if from time to time the Company establishes a new job or change in duties of a job, a new job description and classification shall be established in accordance with the Can Industry Manual. The Company shall prepare and submit to the Union a new job description, applicable factoring factor- ing and classification in accordance with the Can Industry Manual, no later than thirty working days after such changes. The Union shall, within thirty working days, review the job description, factoring and classification and advise the Company representative represen- tative of their comments. Should the parties not reach agreement on the job description and classification, the Company shall install the proposed classification and the matter shall be settled through the grievance procedure. If the grievance is submitted to arbitration, the decision of the Arbitrator arbitrator shall be effective as of the date the new job was established or the change or changes installed. In the event Management does not develop a new job description and classification the Union Job Evaluation Committee may process a grievance griev- ance under the grievance and arbitration procedures of this Agreement requesting that a job description and classification be developed and installed in accordance with the provisions of the Manual. The resulting classification shall be effective effec- tive as of the date the new job was established or the change or changes installed, but in no event earlier than thirty calendar days prior to the date the grievance was filed. When Management changes a job but the change does not affect the numerical classification classi- fication in an amount sufficient to cause an increase or decrease in the classification, Management Manage- ment will nevertheless submit a revised job description des- cription and factoring evaluation. Notwithstanding the provisions of the Manual, any factoring change which results in placing a job in a lower job classification will not reduce the rate of any employee assigned to such job at the time of the change. The higher rate will apply only during the period that the employee is assigned to such job. When a Committee Member is required to leave his job or department, he shall first receive permission from his supervisor xxxxxxx or department supervisorsuper- visor, which permission shall not be unreasonably withheld. After receiving permission to visit another department, he shall report to the supervisor xxxxxxx or supervisor whose department he wishes to visit. All trade, craft and skilled jobs shall be maintained main as pure jobs without the inclusion of non-skilled functions. However, significant reduction of individual job requirements due to changes in business or equipment may create conditions which will not justify the pure classification. During such circumstancescircums- tances, non-skilled functions may be added to a trade, craft or skilled job but only on a regular basis and only so long as the conditions justifying such arrangement continue to exist. The parties do that certain non-non- skilled functions are inherent parts of skilled jobs and the inclusion of these functions as part of a skilled job will not be a violation of this Agreementagreement. Examples of this include: The normal tending duties assigned to Maintainers which include operating functions (such as operating a operating a two-piece line), and lubricating equipment which the employee is assigned to maintain. Maintainers preparing equipment for operation. Relief With respect to Production and Service jobs, (not including trade, craft and skilled jobs) no combination nor increase in work requirements shall be made on any job which shall result in unreasonable work requirements. Whenever Management contemplates combining Production and Service jobs or increasing the work requirements of a job it will notify the Union in advance, unless the circumstances preclude such advance notice. Any suggestions received from the Union will be considered, and upon request, Management will provide the Union with an explanation of the facts and reasons for the change. If, after reasonable experience with such change, which will normally be thirty days, and considering the facts and any explanation provided by the Company, the Union believes that the work requirement created by such change has been made unreasonable, it may file a grievance in the Second Step within sixty days of the date of such change. The grievance shall include a statement setting forth the specific facts which the Union believes warrants its claim of an unreasonable work requirement. Should the grievance be appealed to Arbitration it will be docketed, heard and decided within ninety days of the appeal, unless the parties determine the circumstances require otherwise. If the Arbitrator determines that the work requirement is unreasonable he shall only have the authority to order Management to remedy the unreasonable work requirement.

CAN INDUSTRY MANUAL. The Company agrees to the incorporation, by reference, into the Agreement of the updated Co-operative Can Industry Agreement and Manual and current amendments thereto, which sets out the principles and basic procedures of the programme for describing and classifying hourly-rated production and maintenance jobs, . The Company further agrees to classify present and future employees covered by this Agreement in accordance with this Manual. Plant Union Job Evaluation Committee In the interest of effective administration of the Co-Operative operative Can Industry Manual, a Plant Union Job Evaluation Committee on Job Classification, consisting of not more than three employees (3)employees depending on the number of employees in the bargaining unit, shall be established in the plant. The size of the Committee shall be based on the following: Up to Members 1 Committeeman to Members 2 Committeemen 1 and over Members 3 Committeemen Committee members will be designated in writing by the Union to Management. Members of the Plant Union Evaluation Committee will not lose pay for time spent during regularly scheduled working hours while investigating the accuracy of descriptions for new or changed jobs or attending in-plant meetings with Management on the applicable factoring on job description for such new or changed jobs. The parties agree to work together in the description and classification of new or changed jobs in the following manner: When and if from time to time the Company establishes a new job or change in duties of a job, a new job description and classification shall be established in accordance with the Can Industry Manual. The Company shall prepare and submit to the Union a new job description, applicable factoring and classification in accordance with the Can Industry Manual, no later than thirty working (30)working days after such changes. changes The Union shall, within thirty (30) working days, review the job description, factoring and classification and advise the Company representative of their comments. Should the parties not reach agreement on the job description and classification, the Company shall install the proposed classification and the matter shall be settled through the grievance procedure. If the grievance is submitted to arbitration, the decision of the Arbitrator shall be effective as of the date the new job was established or the change or changes installed. In the event Management does not develop a new job description and classification the Union Job Evaluation Committee may process a grievance under under. the grievance and arbitration procedures of this Agreement requesting that a job description and classification be developed and installed in accordance with the provisions of the Manual. The resulting classification shall be effective as of the date the new job was established or the change or changes installed, but in no event earlier than thirty calendar (30)calendar days prior to the date the grievance was filed. When Management changes a job but the change does not affect the numerical classification in an amount sufficient to cause an increase or decrease in the classification, Management will nevertheless submit a revised job description and factoring evaluation. Notwithstanding the provisions of the Manual, any factoring change which results in placing a job in a lower job classification will not reduce the rate of any employee assigned to such job at the time of the change. The higher rate will apply only during the period that the employee is assigned to such job. When a Committee Member is required to leave his job or department, he shall first receive permission from his supervisor or department supervisor, which permission shall not be unreasonably withheld. After receiving permission to visit another department, he shall report to the supervisor or supervisor whose department he wishes to visit. All trade, craft and skilled jobs shall be maintained as pure jobs without the inclusion of non-skilled functions. However, significant reduction of individual job due to changes in business or equipment may create conditions which will not justify the pure classification. During such circumstances, non-skilled functions may be added to a trade, craft or skilled job but only on a regular basis and only so long as the conditions justifying such arrangement continue to exist. The parties do that certain non-skilled functions are inherent parts of skilled jobs and the inclusion of these functions as part of a skilled job will not be a violation of this Agreement. Examples of this include: The normal tending duties assigned to Maintainers which include operating functions (such as operating a operating a piece line), and lubricating equipment which the employee is assigned to maintain. Maintainers preparing equipment for operation. Relief With respect to Production and Service jobs, (not including trade, craft and skilled jobs) no combination nor increase in work requirements shall be made on any job which shall result in unreasonable work requirements. Whenever Management contemplates combining Production and Service jobs or increasing the work requirements of a job it will notify the Union in advance, unless the circumstances preclude such advance notice. Any suggestions received from the Union will be considered, and upon request, Management will provide the Union with an explanation of the facts and reasons for the change. If, after reasonable experience with such change, which will normally be thirty days, and considering the facts and any explanation provided by the Company, the Union believes that the work requirement created by such change has been made unreasonable, it may file a grievance in the Second Step within sixty days of the date of such change. The grievance shall include a statement setting forth the specific facts which the Union believes warrants its claim of an unreasonable work requirement. Should the grievance be appealed to Arbitration it will be docketed, heard and decided within ninety days of the appeal, unless the parties determine the circumstances require otherwise. If the Arbitrator determines that the work requirement is unreasonable he shall only have the authority to order Management to remedy the unreasonable work requirement.Trade Craft Skilled Jobs

CAN INDUSTRY MANUAL. The Company agrees to the incorporation, by reference, into the Agreement of the updated Co-operative Can Industry Agreement and Manual and current amendments thereto, which sets out the principles and basic procedures of the programme for describing and classifying hourly-rated production and maintenance jobs, . The Company further agrees to classify present and future employees covered by this Agreement in accordance with this Manual. Plant Union Job Evaluation Committee In the interest of effective administration of the Co-Operative operative Can Industry Manual, a Plant Union Job Evaluation Committee on Job Classification, consisting of not more than three employees (3)employees depending on the number of employees in the bargaining unit, shall be established in the plant. The size of the Committee shall be based on the following: Up to Members 1 Committeeman to Members 2 Committeemen 1 and over Members 3 Committeemen Committee members will be designated in writing by the Union to Management. Members of the Plant Union Evaluation Committee will not lose pay for time spent during regularly scheduled working hours while investigating the accuracy of descriptions for new or changed jobs or attending in-plant meetings with Management on the applicable factoring on job description for such new or changed jobs. The parties agree to work together in the description and classification of new or changed jobs in the following manner: When and if from time to time the Company establishes a new job or change in duties of a job, a new job description and classification shall be established in accordance with the Can Industry Manual. The Company shall prepare and submit to the Union a new job description, applicable factoring and classification in accordance with the Can Industry Manual, no later than thirty working (30)working days after such changes. The Union shall, within thirty (30) working days, review the job description, factoring and classification and advise the Company representative of their comments. Should the parties not reach agreement on the job description and classification, the Company shall install the proposed classification and the matter shall be settled through the grievance procedure. If the grievance is submitted to arbitration, the decision of the Arbitrator shall be effective as of the date the new job was established or the change or changes installed. In the event Management does not develop a new job description and classification the Union Job Evaluation Committee may process a grievance under the grievance and arbitration procedures of this Agreement requesting that a job description and classification be developed and installed in accordance with the provisions of the Manual. The resulting classification shall be effective as of the date the new job was established or the change or changes installed, but in no event earlier than thirty calendar (30)calendar days prior to the date the grievance was filed. When Management changes a job but the change does not affect the numerical classification in an amount sufficient to cause an increase or decrease in the classification, Management will nevertheless submit a revised job description and factoring evaluation. Notwithstanding the provisions of the Manual, any factoring change which results in placing a job in a lower job classification will not reduce the rate of any employee assigned to such job at the time of the change. The higher rate will apply only during the period that the employee is assigned to such job. When a Committee Member is required to leave his job or department, he shall first receive permission from his supervisor or department supervisor, which permission shall not be unreasonably withheld. After receiving permission to visit another department, he shall report to the supervisor or supervisor whose department he wishes to visit. All trade, craft and skilled jobs shall be maintained as pure jobs without the inclusion of non-skilled functions. However, significant reduction of individual job due to changes in business or equipment may create conditions which will not justify the pure classification. During such circumstances, non-skilled functions may be added to a trade, craft or skilled job but only on a regular basis and only so long as the conditions justifying such arrangement continue to exist. The parties do that certain non-skilled functions are inherent parts of skilled jobs and the inclusion of these functions as part of a skilled job will not be a violation of this Agreement. Examples of this include: The normal tending duties assigned to Maintainers which include operating functions (such as operating a operating a piece line), and lubricating equipment which the employee is assigned to maintain. Maintainers preparing equipment for operation. Relief With respect to Production and Service jobs, (not including trade, craft and skilled jobs) no combination nor increase in work requirements shall be made on any job which shall result in unreasonable work requirements. Whenever Management contemplates combining Production and Service jobs or increasing the work requirements of a job it will notify the Union in advance, unless the circumstances preclude such advance notice. Any suggestions received from the Union will be considered, and upon request, Management will provide the Union with an explanation of the facts and reasons for the change. If, after reasonable experience with such change, which will normally be thirty days, and considering the facts and any explanation provided by the Company, the Union believes that the work requirement created by such change has been made unreasonable, it may file a grievance in the Second Step within sixty days of the date of such change. The grievance shall include a statement setting forth the specific facts which the Union believes warrants its claim of an unreasonable work requirement. Should the grievance be appealed to Arbitration it will be docketed, heard and decided within ninety days of the appeal, unless the parties determine the circumstances require otherwise. If the Arbitrator determines that the work requirement is unreasonable he shall only have the authority to order Management to remedy the unreasonable work requirement.

CAN INDUSTRY MANUAL. The Company agrees to the incorporation, by reference, into the Agreement of the updated Co-operative Can Industry Agreement and Manual and current amendments thereto, which sets out the principles and basic procedures of the programme for describing and classifying hourly-rated production and maintenance jobs, . The Company further agrees to classify present and future employees covered by this Agreement in accordance with this Manual. In the interest of effective administration of the Co-Operative Can Industry Manual, a Plant Union Job Evaluation Committee on Job Classification, consisting of not more than three employees depending on the number of employees in the bargaining unit, shall be established in the plant. The size of the Committee shall be based on the following: Up to Members 1 Committeeman to Members 2 Committeemen 1 and over Members 3 Committeemen Committee members will be designated in writing by the Union to Management. Members of the Plant Union Evaluation Committee will not lose pay for time spent during regularly scheduled working hours while investigating the accuracy of descriptions for new or changed jobs or attending in-plant meetings with Management on the applicable factoring on job description for such new or changed jobs. The parties agree to work together in the description and classification of new or changed jobs in the following manner: When and if from time to time the Company establishes a new job or change in duties of a job, a new job description and classification shall be established in accordance with the Can Industry Manual. The Company shall prepare and submit to the Union a new job description, applicable factoring and classification in accordance with the Can Industry Manual, no later than thirty working days after such changes. The Union shall, within thirty working days, review the job description, factoring and classification and advise the Company representative of their comments. Should the parties not reach agreement on the job description and classification, the Company shall install the proposed classification and the matter shall be settled through the grievance procedure. If the grievance is submitted to arbitration, the decision of the Arbitrator shall be effective as of the date the new job was established or the change or changes installed. In the event Management does not develop a new job description and classification the Union Job Evaluation Committee may process a grievance under the grievance and arbitration procedures of this Agreement requesting that a job description and classification be developed and installed in accordance with the provisions of the Manual. The resulting classification shall be effective as of the date the new job was established or the change or changes installed, but in no event earlier than thirty calendar days prior to the date the grievance was filed. When Management changes a job but the change does not affect the numerical classification in an amount sufficient to cause an increase or decrease in the classification, Management will nevertheless submit a revised job description and factoring evaluation. Notwithstanding the provisions of the Manual, any factoring change which results in placing a job in a lower job classification will not reduce the rate of any employee assigned to such job at the time of the change. The higher rate will apply only during the period that the employee is assigned to such job. When a Committee Member is required to leave his job or department, he shall first receive permission from his supervisor xxxxxxx or department supervisor, which permission shall not be unreasonably withheld. After receiving permission to visit another department, he shall report to the supervisor xxxxxxx or supervisor whose department he wishes to visit. All Trade Craft Skilled trade, craft and skilled jobs shall be maintained as pure jobs without the inclusion of non-skilled functions. However, significant reduction of individual job requirements due to changes in business or equipment may create conditions which will not justify the pure classification. During such circumstances, non-skilled functions may be added to a trade, craft or skilled job but only on a regular basis and only so long as the conditions justifying such arrangement continue to exist. The parties do recognise that certain non-skilled functions are inherent parts of skilled jobs and the inclusion of these functions as part of a skilled job will not be a violation of this Agreement. Examples of this include: The normal tending duties assigned to Maintainers which include operating functions (such as operating a operating a piece line), and lubricating equipment which the employee is assigned to maintain. Maintainers preparing equipment for operation. Relief With respect to Production and Service jobs, (not including trade, craft and skilled jobs) no combination nor increase in work requirements shall be made on any job which shall result in unreasonable work requirements. Whenever Management contemplates combining Production and Service jobs or increasing the work requirements of a job it will notify the Union in advance, unless the circumstances preclude such advance notice. Any suggestions received from the Union will be considered, and upon request, Management will provide the Union with an explanation of the facts and reasons for the change. If, after reasonable experience with such change, which will normally be thirty days, and considering the facts and any explanation provided by the Company, the Union believes that the work requirement created by such change has been made unreasonable, it may file a grievance in the Second Step within sixty days of the date of such change. The grievance shall include a statement setting forth the specific facts which the Union believes warrants its claim of an unreasonable work requirement. Should the grievance be appealed to Arbitration it will be docketed, heard and decided within ninety days of the appeal, unless the parties determine the circumstances require otherwise. If the Arbitrator determines that the work requirement is unreasonable he shall only have the authority to order Management to remedy the unreasonable work requirement.

CAN INDUSTRY MANUAL. The Company agrees to the incorporation, by reference, into the Agreement of the updated Co-operative Can Industry Agreement and Manual and current amendments thereto, which sets out the principles and basic procedures of the programme for describing and classifying hourly-rated production and maintenance jobs, . The Company further agrees to classify present and future employees covered by this Agreement in accordance with this Manual. Plant Union Job Evaluation Committee In the interest of effective administration of the Co-Operative operative Can Industry Manual, a Plant Union Job Evaluation Committee on Job Classification, consisting of not more than three employees (3)employees depending on the number of employees in the bargaining unit, shall be established in the plant. The size of the Committee shall be based on the following: Up to Members 1 Committeeman to Members 2 Committeemen 1 and over Members 3 Committeemen Committee members will be designated in writing by the Union to Management. Members of the Plant Union Evaluation Committee will not lose pay for time spent during regularly scheduled working hours while investigating the accuracy of descriptions for new or changed jobs or attending in-plant meetings with Management on the applicable factoring on job description for such new or changed jobs. The parties agree to work together in the description and classification of new or changed jobs in the following manner: a] When and if from time to time the Company establishes a new job or change in duties of a job, a new job description and classification shall be established in accordance with the Can Industry Manual. The Company shall prepare and submit to the Union a new job Job description, applicable factoring and classification in accordance with the Can Industry Manual, no later than thirty working (30)working days after such changes. The Union shall, within thirty working (30) days, review the job description, factoring and classification and advise the Company representative of their comments. Should the parties not reach agreement on the job description and classification, the Company shall install the proposed classification and the matter shall be settled through the grievance procedure. If the grievance is submitted to arbitration, the decision of the Arbitrator shall be effective as of the date the new job was established or the change or changes installed. In the event Management does not develop a new job description and classification the Union Job Evaluation Committee may process a grievance under the grievance and arbitration procedures of this Agreement requesting that a job description and classification be developed and installed in accordance with the provisions of the Manual. The resulting classification shall be effective as of the date the new job was established or the change or changes installed, but in no event earlier than thirty calendar (30)calendar days prior to the date the grievance was filed. When Management changes a job but the change does not affect the numerical classification in an amount sufficient to cause an increase or decrease in the classification, Management will nevertheless submit a revised job description and factoring evaluation. Notwithstanding the provisions of the Manual, any factoring change which results in placing a job in a lower job classification will not reduce the rate of any employee assigned to such job at the time of the change. The higher rate will apply only during the period that the employee is assigned to such job. When a Committee Member is required to leave his job or department, he shall first receive permission from his supervisor or department supervisor, which permission shall not be unreasonably withheld. After receiving permission to visit another department, he shall report to the supervisor or supervisor whose department he wishes to visit. All trade, craft and skilled jobs shall be maintained as pure jobs without the inclusion of non-skilled functions. However, significant reduction of individual job due to changes in business or equipment may create conditions which will not justify the pure classification. During such circumstances, non-skilled functions may be added to a trade, craft or skilled job but only on a regular basis and only so long as the conditions justifying such arrangement continue to exist. The parties do that certain non-skilled functions are inherent parts of skilled jobs and the inclusion of these functions as part of a skilled job will not be a violation of this Agreement. Examples of this include: The normal tending duties assigned to Maintainers which include operating functions (such as operating a operating a piece line), and lubricating equipment which the employee is assigned to maintain. Maintainers preparing equipment for operation. Relief With respect to Production and Service jobs, (not including trade, craft and skilled jobs) no combination nor increase in work requirements shall be made on any job which shall result in unreasonable work requirements. Whenever Management contemplates combining Production and Service jobs or increasing the work requirements of a job it will notify the Union in advance, unless the circumstances preclude such advance notice. Any suggestions received from the Union will be considered, and upon request, Management will provide the Union with an explanation of the facts and reasons for the change. If, after reasonable experience with such change, which will normally be thirty days, and considering the facts and any explanation provided by the Company, the Union believes that the work requirement created by such change has been made unreasonable, it may file a grievance in the Second Step within sixty days of the date of such change. The grievance shall include a statement setting forth the specific facts which the Union believes warrants its claim of an unreasonable work requirement. Should the grievance be appealed to Arbitration it will be docketed, heard and decided within ninety days of the appeal, unless the parties determine the circumstances require otherwise. If the Arbitrator determines that the work requirement is unreasonable he shall only have the authority to order Management to remedy the unreasonable work requirement.Trade Skilled Jobs re on