Common use of Forepersons and Leadpersons Clause in Contracts

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employed, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employed, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), the Foreperson rating shall not be eliminated for a minimum period of forty-five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed by the Employer. Forepersons and Leadpersons are not required for subsets of employees, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees interested in permanent Foreperson and Leadperson openings shall inform the Employer of their interest in writing. The Employer will consult with Section 6. When a temporary Foreperson opening occurs, the senior Leadperson shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee shall be offered the position and so forth, down the seniority list. Section 7. An employee promoted to a permanent Foreperson or Leadperson position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. If an employee in the position of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be ten percent (10%) and five percent (5%) respectively, over the wage of the craft they are supervising, as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employedemployed in each craft, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employedemployed in each craft, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), the Foreperson rating shall not be eliminated for a minimum period of forty-forty- five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed in each of those crafts by the Employer. Forepersons and Leadpersons are not required for subsets of employeesemployees in each craft, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees who have completed their six (6) month probationary period, and who are interested in permanent Foreperson and Leadperson openings shall inform the Employer of their interest in writing. The Employer will consult with Section 6. When a temporary Foreperson opening occurs, with the senior Leadperson shall be given first consideration interested employees to identify training needed and provide materials or training to help employees to become qualified for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee shall be offered the position and so forth, down the seniority listopenings. Section 7. An employee promoted to a permanent Foreperson or Leadperson position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. If an employee in the position of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employed, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employed, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), the Foreperson rating shall not be eliminated for a minimum period of forty-five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed by the Employer. Forepersons and Leadpersons are not required for subsets of employees, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees interested in permanent Foreperson and Leadperson openings shall inform the Employer of their interest in writing. The Employer will consult withwith the interested employees to identify training needed and provide materials or training to help employees to become qualified for position openings. Section 6. When a temporary Foreperson opening occurs, the senior Leadperson shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee shall be offered the position and so forth, down the seniority list. Section 7. An employee promoted to a permanent Foreperson or Leadperson position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. If an employee in the position of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be ten percent (10%) and five percent (5%) respectively, over the wage of the craft they are supervising, as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employedemployed in each craft, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employedemployed in each craft, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), the Foreperson rating shall not be eliminated for a minimum period of forty-forty- five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed in each of those crafts by the Employer. Forepersons and Leadpersons are not required for subsets of employeesemployees in each craft, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees who have completed their six (6) month probationary period, and who are interested in permanent Foreperson and Leadperson openings shall inform the Employer of their interest in writing. The Employer will consult with Section 6. When a temporary Foreperson opening occurs, the senior Leadperson shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee shall be offered the position and so forth, down the seniority list. Section 7. An employee promoted to a permanent Foreperson or Leadperson position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. If an employee in the position of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be ten percent (10%) and five percent (5%) respectively, over the wage of the craft they are supervising, as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employedemployed in each craft, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employedemployed in each craft, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), the Foreperson rating shall not be eliminated for a minimum period of forty-five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed in each of those crafts by the Employer. Forepersons and Leadpersons are not required for subsets of employeesemployees in each craft, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees interested in Management and Forepersons will prepare for temporary and permanent Foreperson and Leadperson openings by collaboration, identification and training. When a temporary or permanent Leadperson opening occurs, the Senior Journeyman in that craft shall inform be given first consideration for that position. If, in the judgment of the Employer, that employee is not acceptable, the employee shall be informed by the Employer of their interest in writingas to the reason(s). The Employer will consult withprocedure shall be followed with the next most senior employee, and so forth, down the seniority list. Section 6. Management and Forepersons will prepare for temporary and permanent Foreperson openings by collaboration, identification and training. When a temporary Foreperson opening occurs, the senior Leadperson in that craft shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee provisions of Section 5 of this Article shall be offered the position and so forth, down the seniority listfollowed. Section 7. An employee promoted to a permanent Foreperson or Leadperson new position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedureprocedure in Article 12. If an employee in the position of Foreperson has completed their probationary trial service period, period and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employed, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employed, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), the Foreperson rating shall not be eliminated for a minimum period of forty-five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed by the Employer. Forepersons and Leadpersons are not required for subsets of employees, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees interested in permanent Foreperson and Leadperson openings shall inform the Employer of their interest in writing. The Employer will consult withwith the interested employees to identify training needed and provide materials or training to help employees to become qualified for position openings. When a permanent Leadperson or Foreperson opening occurs, employees that have expressed an interest in writing shall be provided the opportunity to interview for the position. Interested employees shall be interviewed by a committee comprised of two (2) individuals selected by the employer and one (1) employee selected by the Union. The interview committee shall score each applicant on a form developed by the employer in consultation with the Union. The highest scoring applicant shall be awarded the position. Section 6. When a temporary Foreperson opening occurs, the senior Leadperson shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee shall be offered the position and so forth, down the seniority list. Section 7. An employee promoted to a permanent Foreperson or Leadperson position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. procedure.‌ If an employee in the position of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson journeymen members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be seven percent (7%) and five percent (5%) respectively, over the wage of the craft they are supervising, as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employedemployed in each craft, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employedemployed in each craft, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), ) the Foreperson rating shall not be eliminated for a minimum period of forty-five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed in each of those crafts by the Employer. Forepersons and Leadpersons are not required for subsets of employeesemployees in each craft, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees interested When a Leadperson opening occurs, the senior journeyman in permanent Foreperson and Leadperson openings that craft shall inform be given first consideration for that position. If, in the judgment of the Employer, that employee is not acceptable, the employee shall be informed by the Employer of their interest in writingas to the reason(s). The Employer will consult withprocedure shall be followed with the next most senior employee, and so forth, down the seniority list. Section 6. When a temporary Foreperson opening occurs, the senior Leadperson in that craft shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee provisions of Section 5 of this Article shall be offered the position and so forth, down the seniority listfollowed. Section 7. An employee promoted to a permanent Foreperson or Leadperson new position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. If an employee in the position of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson journeymen members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be seven percent (7%) and five percent (5%) respectively, over the wage of the craft they are supervising, as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employedemployed in each craft, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employedemployed in each craft, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), ) the Foreperson rating shall not be eliminated for a minimum period of forty-five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed in each of those crafts by the Employer. Forepersons and Leadpersons are not required for subsets of employeesemployees in each craft, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees interested When a Leadperson opening occurs, the senior journeyman in permanent Foreperson and Leadperson openings that craft shall inform be given first consideration for that position. If, in the Employer judgment of their interest in writing. The Employer will consult withthe Employer, that employee is not acceptable, the employee shall be Section 6. When a temporary Foreperson opening occurs, the senior Leadperson in that craft shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee provisions of Section 5 of this Article shall be offered the position and so forth, down the seniority listfollowed. Section 7. An employee promoted to a permanent Foreperson or Leadperson new position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. Section 8. If Overtime assignments within craft shops: It will be the responsibility of each shop Foreperson to insure a fair and equitable distribution of overtime work. Seniority cannot be used for the basis of overtime. The objective of overtime distribution is to allow for a fair and reasonable sharing of hours over an employee extended period of time. An overtime report will be generated quarterly for each Shop Xxxxxxx to show individual overtime. Section 9. Forepersons and leadpersons shall be provided a position description which accurately reflects the duties of their positions. Forepersons and leadpersons are expected to perform duties as specified in the position descriptions. The Employer will notify the Union in advance of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is any significant proposed changes in the position of Leadperson shall return descriptions and will consider the Union’s comments, if any, on the proposed changes prior to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadpersonimplementation.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employed, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employed, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), the Foreperson rating shall not be eliminated for a minimum period of forty-five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed by the Employer. Forepersons and Leadpersons are not required for subsets of employees, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees interested in Management and Forepersons will prepare for temporary and permanent Foreperson and Leadperson openings by collaboration, identification and training. When a temporary or permanent Leadperson opening occurs, the senior Journeyman shall inform be given first consideration for that position. If, in the judgment of the Employer, that employee is not acceptable, the employee shall be informed by the Employer of their interest in writingas to the reason(s). The Employer will consult withprocedure shall be followed with the next most senior employee, and so forth, down the seniority list. Section 6. Management and Forepersons will prepare for temporary and permanent Foreperson openings by collaboration, identification and training. When a temporary Foreperson opening occurs, the senior Leadperson shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee provisions of Section 5 of this Article shall be offered the position and so forth, down the seniority listfollowed. Section 7. An employee promoted to a permanent Foreperson or Leadperson new position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. If an employee in the position of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.

Forepersons and Leadpersons. Section 1. When the Employer selects Forepersons and Leadpersons, they shall be Journeymen Journeyperson journeymen members of the craft which they are to supervise. Section 2. The compensation for Foreperson and Leadperson shall be seven percent (7%) and five percent (5%) respectively, over the wage of the journeymen wage, as set forth in Appendix A. Section 3. When from one (1) to three (3) persons are employed, one (1) of the persons will be selected as Leadperson. Section 4. When four (4) to six (6) persons are employed, one (1) of the persons will be selected as Foreperson, but no Leadperson will be selected. When seven (7) or more persons are employed in each craft, one (1) of the persons will be selected as Foreperson and another one (1) as Leadperson. If the number of persons employed is reduced below four (4), ) the Foreperson rating shall not be eliminated for a minimum period of forty-five (45) days. A. The appointments of Leadpersons and Forepersons as specified in this Article refer to Leadpersons and Forepersons who are working supervisors of all of the people employed by the Employer. Forepersons and Leadpersons are not required for subsets of employees, e.g., shifts, work crews, field crews. B. In the event the Employer desires to appoint temporary Temporary Forepersons or Leadpersons to provide onsite supervision to crews who are working away from Eagle Harbor, such Forepersons and Leadpersons will be selected on the basis of seniority, if they are qualified to do the work. Temporary Forepersons and Leadpersons will revert to their regular classification upon conclusion of the work. Section 5. Employees interested When a Leadperson opening occurs, a senior journeyman shall be given first consideration for that position. If, in permanent Foreperson and Leadperson openings the judgment of the Employer, that employee is not acceptable, the employee shall inform be informed by the Employer of their interest in writingas to the reason(s). The Employer will consult withprocedure shall be followed with the next most senior employee, and so forth, down the seniority list. Section 6. When a temporary Foreperson opening occurs, the senior Leadperson shall be given first consideration for that position. If, in the judgment of the Employer, the Leadperson is not acceptable, that person shall be informed by the Employer as to the reason(s). Thereafter, in the filling of the temporary Foreperson position, the next most senior employee provisions of Section 5 of this Article shall be offered the position and so forth, down the seniority listfollowed. Section 7. An employee promoted to a permanent Foreperson or Leadperson new position shall serve a six (6) month probationary trial service period and shall receive the appropriate rate of pay for the position during such probationary trial service period. An employee determined to be unqualified for the position during or at the end of the probationary trial service period shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. Such action will not be subject to the grievance procedure. If an employee in the position of Foreperson has completed their probationary trial service period, and it is determined they are unqualified for the position, the employee shall be informed in writing of the reason(s) for disqualification and shall then return to the employee’s previously held position at the former rate of pay with no loss of seniority in the previously held position. If the employee’s previous position is that of Leadperson, and that position has been filled, the employee that is in the position of Leadperson shall return to a Journeyman Journeyperson position and rate of pay in their classification with no loss of seniority. The employee that is being removed from the position of Foreperson shall then be returned to the position of Leadperson.