Exhibit 10.39
AGREEMENT
BETWEEN
THE CARBIDE/GRAPHITE GROUP, INC.
AND
INTERNATIONAL, UNION OF ELECTRICAL,
TECHNICAL, SALARIED MACHINE AND
FURNITURE WORKERS
AFL-CIO LOCAL UNION 502
JUNE 3, 1996
CONTENTS - ALPHABETICAL
Article Subject Page
19 Arbitration
6 Call-in Pay
24 Change in Method of Payment
35 Company Policy Regarding Supervisory Personnel
42 Conflict of Laws
12 Decrease in Work Force
14 Discharges
34 Employee Ratings
27 Establishing the Standard
43 Expiration and Renewal
36 Family Leave
32 Funeral Leave
18 Grievances
38 Group Insurance
9 Holidays
4 Hours
23 Incentive Pay
11 Job Bidding
13 Job Description and Evaluation
31 Jury Duty
17 Leaves of Absence
26 Making the Time Study
20 Management
29 New Products
33 No Discrimination
3 Notices
8 Overtime and Night Bonus
39 Pensions
1 Recognition
5 Reporting Pay
7 Rest Periods
28 Retiming of Jobs
21 Safety and Health
44 Schedule l - Rate Schedule
45 Schedule 2 - Wage Schedule
46 Schedule 3 - Supplements
41 Scope of Agreement
10 Seniority
37 Stewards
22 Strikes and Lockouts
30 Temporary Time Values
25 Time Studies
16 Transfers
2 Union Security and Checkoff
15 Vacations
40 Wages
1
INDEX
Article Subject Page
1 Recognition
2 Union Security and Checkoff
3 Notices
4 Hours
5 Reporting Pay
6 Call-in Pay
7 Rest Periods
8 Overtime and Night Bonus
9 Holidays
10 Seniority
11 Job Bidding
12 Decrease in Work Force
13 Job Description and Evaluation
14 Discharges
15 Vacations
16 Transfers
17 Leaves of Absence
18 Grievances
19 Arbitration
20 Management
21 Safety and Health
22 Strikes and Lockouts
23 Incentive Pay
24 Change in Method of Payment
25 Time Studies
26 Making the Time Study
27 Establishing the Standard
28 Retiming of Jobs
29 New Products
30 Temporary Time Values
31 Jury Duty
32 Funeral Leave
33 No Discrimination
34 Employee Ratings
35 Company Policy Regarding Supervisory Personnel
36 Family Leave
37 Stewards
38 Group Insurance
39 Pensions
40 Wages
41 Scope of Agreement
42 Conflict of Laws
43 Expiration and Renewal
44 Schedule l - Rate Schedule
45 Schedule 2 - Wage Schedule
46 Schedule 3 - Supplements
2
AGREEMENT
AGREEMENT, made this 3rd day of June, 1996, between THE CARBIDE/GRAPHITE GROUP,
INC, (the Company) and the LOCAL UNION 502, affiliated with the International
Union of Electrical, Technical, Salaried, Machine and Furniture Workers, AFL-CIO
(the Union), as agent for and on behalf of all the Company's production and
maintenance employees (the employees) at the Xx. Xxxxx, Xxxxxxxxxxxx facility.
The purpose of the Agreement is to provide orderly collective bargaining
relations between the Company and the Union, to secure a prompt and equitable
settlement of grievances, and to establish and maintain fair wages, hours and
working conditions for the employees covered by this Agreement.
It is acknowledged by both parties that C/G is an ISO9000 certified producer of
Carbon and Graphite products and will strive to function within the criteria as
set forth to achieve and sustain this certification.
3
ARTICLE 1
RECOGNITION
1. The Company recognizes the Local Union 502 affiliated with the
International Union of Electrical, Technical, Salaried, Machine and
Furniture Workers, AFL-CIO, and the sole collective bargaining agent for
all production and maintenance hourly employees, except foremen, assistant
foremen, supervisors, timekeepers, clerks, laboratory assistants, time
study, development and method employees, guards and/or watchmen, with
respect to rates of pay, wages, hours of employment and all other
conditions of employment.
2. It is agreed that no activities pertaining to the Union will be permitted
during working hours, it being understood that this clause does not include
matters under the grievance procedure.
3. (a) The Company and Union agree that it is desirable for C/G employees to
perform maintenance work in the plant where practical. Management,
however, reserves the right to subcontract for legitimate business
reasons.
(b) If the Union desires, an explanation about a maintenance job
subcontracted will be provided by the appropriate department or
maintenance superintendent. This explanation will include the reasons
for subcontracting, such as
(1) Unavailability of properly qualified employees
(2) Unavailability of equipment or facilities
(3) The allowable duration for completion of such work
(4) Cost considerations
(5) Emergencies
(6) Other legitimate business reasons
(c) After receiving the answer in (b) above the Union may request such
answer in writing. If so requested the Company will respond in
writing.
4. The Carbide/Graphite Group, Inc. will create a new Pension Plan covering
hourly employees which will be a mirror image of the language of the BOC
Plan, effective the date The Carbide/Graphite Group, Inc. takes over.
BOC stipulates that the assets in the BOC Pension Plan covering the
participants at the St. Marys Carbide/Graphite Plant are more than
sufficient to pay all the accrued benefits, both vested and non-vested
under the Plan as of December 31, 1987.
BOC has entered into similar pension arrangements in the following company
locations: Airco Alloys (Niagara Falls, NY), Airco Alloys (Charleston, SC),
Airco Alloys (Mobile, AL) and Airco Welding Products (Cleveland, OH).
In each of these instances, there has never been a case where a BOC Plan
has failed to meet the agreed upon pension obligations. It is the
Company's intention that they will not fail at St. Marys as they have not
failed at the other locations.
Continuous service with BOC will be added to the continuous service of The
Carbide/Graphite Group, Inc. for purposes of determining vesting
eligibility.
4
In the event that The Carbide/Graphite Group, Inc. Pension Plan for the
bargaining unit St. Marys employees is terminated, the BOC Plan for St.
Marys employees will vest all unvested Participants (those hired prior to
the Closing Date of the sale and still in the employ of The
Carbide/Graphite Group, Inc. on the date The Carbide/Graphite Group, Inc.
Plan terminates.)
Example
-------
Assume that the sale of the St. Marys Plant from BOC to The
Carbide/Graphite Group, Inc. closes on July 1, 1988. Assume that the per
month per year of service benefit in the bargaining unit pension plan is
$15 on that date and changes to $16 on July 1, 1990. Assume that a
bargaining unit employee retires on July 1, 1990 at age 65 with twenty
years of credited service.
That employee will receive a total pension benefit of $320 a month. The
BOC Pension Plan's responsibility will be frozen as of the terms of the
pension plan on July 1, 1988, and the employee service as of that date (18
years x $15 = $270). The Carbide/Graphite Group, Inc.'s Pension Plan will
be responsible for the employee service after July l, 1988 and for any
benefit levels negotiated after July 1, 1988 (2 years x $16 + $18 = $50).
Continuous service with BOC will be added to the continuous service of The
Carbide/Graphite Group, Inc. for purposes of determining vesting
eligibility.
5
ARTICLE 2
UNION SECURITY AND CHECKOFF
1 Union Shop - Every employee who is a member of the Union on the date this
Agreement becomes effective shall be required as a condition of continued
employment to remain a member of the Union for the term of this Agreement.
Every employee who is not a member of the Union on such effective date
shall be required, as a condition of continued employment, to become a
member of the Union on the 480 hours worked after such effective date and
to remain a member of the Union in good standing for the term of this
Agreement. (Note: Dues shall be deducted following 480 hours actually
worked.) Every person who is hired on a job, after this Agreement has
become effective, shall be required, as a condition of continued
employment, to become a member of the Union after 480 hours actually worked
from the date of hire and shall remain a member in good standing for the
term of this Agreement.
2. During the life of this Agreement the Company agrees to make monthly
deductions for the dues and for the Union initiation fee for each employee
who signs a deduction authorization. Such deductions will be paid monthly
to the Financial Secretary of the Union. The Union agrees to furnish the
Company written notice of the amount to be deducted for initiation fees and
dues, and of the identity of the Union official authorized to receipt for
such deductions. The Union shall report monthly to the Company all amounts
owing as dues to the Union from employees for whom no dues were deducted in
the preceding month, and such amounts shall be deducted with the employee's
next regular dues deduction.
LOCAL 502, IUE-AFL-CIO
INDIVIDUAL CHECKOFF AUTHORIZATION
To: Effective Date:
---------------------- ------------------
(Name of Company)
I authorize and direct you to check off from my pay each month the sum of
$ as my monthly Union Membership dues (agency equivalent fee),
-----
including initiation fee of $ (if payable), and promptly to remit same
-----
to Local 502, IUE-AFL-CIO.
This check-off authorization shall continue until revoked and may be
revoked only at the times and in the manner provided below and shall be
irrevocable for a period of one year from 19 , or until the
------------ --
expiration of the Agreement between the Company and the Union (whichever
occurs sooner), and shall be irrevocable for each succeeding year
thereafter, or until the expiration of the said successive applicable
Agreement between the Company and the Union (whichever occurs sooner),
unless it is revoked by me within the seven (7) days preceding the end of
such period of irrevocability.
Revocation shall be effective only if I give you and Local 502 written
notice by individual registered mail, return receipt requested, and it is
received or postmarked during the period specified above.
---------------------------
(Employee's Signature)
LOCAL 502
IUE-AFL-CIO Dept. Clock No.
------------ ------------ ------------
6
3. (a) Temporary employees (college summer help) as a condition of
employment, shall, upon accumulation of 960 hours after the date of
hiring, become members of the Union and remain members in good
standing during the remainder of their temporary employment. Such
employees may be terminated by the Company at any time during such
temporary employment and not guaranteed re-employment. Neither shall
such employees have seniority rights over any permanent employee. Such
temporary employee shall acknowledge in writing, within 120 hours of
their employment, their understanding of this Article 2 and its
applicability to them.
(b) The wage of temporary employees will be $8.50 per hour. On 6/8/97 the
rate will be $8.75. On 6/7/98 the rate will be $9.00 per hour.
4. No temporary employees will be hired while permanent employees are on
layoff.
7
ARTICLE 3
NOTICES
The Union shall have the right of free use of Union bulletin boards in the
Company's plants for notices in regard to meetings, social gatherings,
collecting dues, names of candidates and other notices, provided all such
notices are first submitted to and approved by the Human Resources Manager.
8
ARTICLE 4
HOURS
1. Forty (40) hours of work per week, consisting of five (5) days: Monday,
Tuesday, Wednesday, Thursday and Friday, not exceeding eight (8) hours per
day, shall constitute a normal week's work, except for employees engaged in
continuous operations.
2. "Continuous operations," as used in this Agreement, shall be jobs that
normally require work seven (7) days a week, such as furnace firemen,
boiler firemen, pitch impregnating and graphitizing crews.
(a) The Company is not opposed to dupont shifts as a matter of principle.
When the Management feels that a situation is appropriate for dupont
shifts, and a majority of a crew agrees, the Department Superintendent
may implement such shifts.
3. The above provisions are not intended as a guarantee of eight (8) hours
work per day or forty (40) hours of work per week.
4. A maximum of fifteen minutes may be permitted for shower time at the end of
a complete shift, however, this allowance shall not be used to interrupt
the completion of a job or assignment.
9
ARTICLE 5
REPORTING PAY
1. Any employee who reports for work as scheduled and has not been given at
least six (6) hours notice not to report shall receive four (4) hours of
available work or pay, and employees working the Dupont shift will receive
six (6) hours of available work or pay, at the discretion of the Company.
This provision shall not apply in the event any of the following conditions
interfere with work being provided; power failures, machine breakdowns,
fires, disasters, etc.
2. Employees who are absent on any day for any reason shall not be eligible
for reporting pay, if upon their return no work is available, unless the
employee was excused in advance.
3. It is the employee's responsibility to insure that his current address and
telephone number are on file with his immediate supervisor.
10
ARTICLE 6
CALL-IN PAY
An employee who has completed his regularly scheduled shift and is contacted to
return to work within the next sixteen (16) hours, either voluntarily or as
directed, shall receive at least four (4) hours work or pay at the discretion of
the Company. Employees who are called to work outside of their regular shift or
schedule shall be paid at the rate of double time for such hours worked, and
straight time hourly rate for the balance of the four (4) hours if not worked.
Employees shall receive shower time on call-in if they work at least four (4)
hours. Also, if an employee works at least four (4) hours on the call-in, he
will receive a ten (10) minute rest period and, if he continues an additional
four (4) hours, he will be entitled to an additional ten (10) minute rest
period.
11
ARTICLE 7
REST PERIODS
The Company shall grant all employees rest periods totalling twenty (20) minutes
for each eight (8) hour shift; wherever practical during such periods, employees
shall be free to leave their work places. Hourly workers shall be paid for this
time.
12
ARTICLE 8
OVERTIME AND NIGHT BONUS
1. All work performed in excess of eight (8) hours in any one workday, or in
excess of forty (40) hours in any regularly scheduled workweek, and all
work performed on Saturday, Sunday and holidays, as listed below, shall be
paid for at the rate of time and one-half.
2. Employees engaged in noncontinuous operations shall be paid at double time
for all work performed on Sunday.
3. Overtime work shall be divided as equally as possible among employees who
regularly perform a similar class of work. In the event all employees in a
job classification on a shift are scheduled to work overtime and additional
employees are necessary, employees from within the job classification will
be scheduled in preference to employees from other job classifications,
except if call-in pay is necessary to effect a cross-shift assignment the
Company may select another employee from within the shift. In the event a
temporary vacancy has been filled in accordance with the provisions of
Article 11, Section 2, 2(a) and 2(b), the temporary replacement will be
assigned to work the overtime.
(a) Each xxxxxxx will maintain a record of overtime and furnish a copy of
that record to the Department Xxxxxxx upon reasonable demand.
(b) Failure to work overtime shall be recorded as having been worked.
(c) In the event an absence occurs due to accident, injury or illness,
said employee will be charged for overtime as follows:
(i) If employee is off less than fourteen (14) days there will be no
charge of overtime if the employee was not asked.
(ii) If employee is off more than fifteen (15) days the employee will
be charged the average overtime worked during his absence upon
his return.
4 A list of qualified people in the groups listed below will be maintained
and, if all bid-in employees have been asked and refused the overtime, then
Miscellaneous employees will be canvassed, and then qualified employees
listed will be canvassed, without the necessity for call-in pay. If no
qualified employees are willing to work the overtime, the bid-in
employee(s) who is low in overtime will be required to work.
Groups as used in this section are:
1. Plant 3 (Dept. 18, 19, 22, and 49)
2. Bake (Dept. 20 and 23)
3. Xxxxxxx Graph (Dept. 01, 17, 21, and 28)
4. Plant 607 (Dept. 47)
5. Electricians
6. Mobile Mechanics
7. Maintenance Mechanics
8. Outside Maintenance
In the event qualified employees are selected to work overtime in place of
bid-in employees, they will be charged for the overtime. Similarly,
employees from the qualified list will be charged overtime if they refuse.
13
5. When an employee completes a full eight (8) hour shift and is obliged to
work overtime for a period of four (4) hours or more, he may take a half
hour lunch period for which he shall be paid. At the end of eight (8)
hours he either gets a half hour lunch period or, if he must work through
twelve (12) hours, he will receive a half hour extra pay. If he is working
with a crew which receives a break, he will also be permitted the break.
6. It is agreed that overtime pay shall not be pyramided. In all cases
concerning pyramiding, the highest premium rate only shall be paid.
7. Employees, when working overtime, shall be paid the overtime rate on their
earnings during that overtime period.
8. All employees working the second and third shifts shall be paid at the rate
of time and one-tenth. This shall also apply to incentive and overtime.
Third shift employees working overtime hours, consecutive with their
regular shift hours, will be paid at the rate of time and one-tenth for all
overtime hours worked. First shift employees working twelve (12) or more
consecutive hours will be paid at the rate of time and one-tenth for all
overtime hours worked.
9. Wherever possible, except in an emergency, all employees will be notified
seventy-two (72) hours in advance that they will be called on to perform
work on Saturday and Sunday.
10. An employee who is scheduled to work on Saturday and is absent from work on
Friday shall be considered to be unavailable for Saturday overtime if he
does not report off by his or her mid-shift on Friday.
11. All Union employees will be canvassed within the group as defined in
Article 8 - Section 4 before any probationary employees.
14
ARTICLE 9
HOLIDAYS
1. The following holidays shall be designated as "paid" holidays from June 3,
1996 to June 7, 1999:
Independence Day December 24
Labor Day Christmas Day
Veterans Day New Year's Day
Thanksgiving Day Good Friday
Day after Thanksgiving Memorial Day
First day of Buck Hunting Season
2. Whenever possible, the Company will notify the Union three (3) working days
in advance of a designated holiday whether or not work will be performed on
that holiday in the plant or certain departments.
3. Continuous operators shall be paid even though the holiday falls on a
scheduled day off.
(a) Employees working the DuPont schedule who do not work their scheduled
holiday due to plant/department shutdown will be paid 12 hours at the
reduced rate.
4. All employees working on a paid holiday shall be paid, in addition to eight
(8) hours straight time pay, time and one-half for all hours worked.
5. Any employee who is in the first step of the absentee disciplinary
procedure and is absent the day before or the day after an observed paid
holiday, unless excused otherwise by Management, shall not receive any pay
for said holiday.
(a) In order to be eligible to receive pay for a holiday not worked, an
employee will be required to have a punch sometime in the pay period
in which the holiday falls.
(b) "Inactive employees will be ineligible for holiday pay under the
following conditions":
(i) New Hires who start after the holiday.
(ii) Voluntary quits prior to the holiday if they do not work on their
scheduled day immediately preceding the holiday.
(iii) Employees discharged for cause prior to the holiday if the
discharge is upheld.
6. In the event an employee is injured or is ill during the pay period in
which the holiday falls, said employee will nevertheless be paid for such
holiday, if he works at all during that pay period. The Company may
require medical proof of such injury or illness.
7. Employees who are scheduled to work on a paid holiday and fail to report
for work shall not receive any pay for said holiday, unless said employee
notifies the Company not later than noon of the day before the holiday and
is excused from reporting.
8. It is understood and agreed that Saturdays, Sundays and holidays shall
begin with the morning shift and shall continue for twenty-four (24) hours
thereafter.
9. When a paid holiday falls on a Saturday it will be celebrated on Friday;
when a paid holiday falls on a Sunday it will be celebrated on Monday.
15
10. Any continuous or maintenance employees, who work a paid holiday, may elect
to take another day off without pay within sixty (60) days following that
holiday at the discretion of the Company, with seniority being the basis
for consideration.
11. The First Day of Buck Hunting Season and Christmas holidays will be
considered restricted workdays except for Power Monitors and Kiln
Attendants. The Company will, to the greatest extent practical, minimize
the work requirements on these days. If the Company is unable to fill all
of the requirements deemed necessary on a voluntary basis, junior qualified
employees will be directed to work.
16
ARTICLE 10
SENIORITY
1. The Company agrees to recognize the principle of seniority insofar as it
applies to regular employees who have been employed by the Company for more
than the probationary period.
2. Any new employee hired by the Company shall be placed on a probationary
period consisting of 480 hours actually worked. During this time, the
Company will have the sole right to determine whether employment will be
continued. Upon completion of this probationary period, the new employee
shall automatically receive the applicable miscellaneous rate in Article 40
hereof.
3. Seniority shall not apply during an employee's probationary period, and any
employee may be discharged during such probationary period, but when an
employee has remained in continuous employment and has actually worked 480
hours or more, said employee's seniority shall be computed from the date
first hired.
4. In all cases of layoffs, recall, transfers and promotions, length of
service and ability shall govern. "Seniority", as used herein, shall mean
length of service, qualifications and ability. Qualifications, previous
experience with the Company or elsewhere, education, skill and ability,
related work, etc., shall be determined by the Company, subject to the
grievance procedure.
(a) The only jobs requiring the passing of an aptitude test will be those
in Group III Power Monitor and Kiln Attendant or those that are
progression jobs which lead to a job listed under Group III.
Employees who have bumped or are recalled will be subject to 120 hours
qualifying period, (200 Hours for Group III Power Monitor and Kiln
Attendant).
(b) Employees may request a review of the results of the aptitude test
with a Union representative present at the time the results are
reviewed.
5. An employee's seniority will end and he will be considered terminated if
he:
(a) voluntarily quits, or
(b) is discharged or released for proper cause
(c) has not worked for the Company for thirty-six (36) consecutive months,
or
(d) fails to comply with the layoff-recall provisions of Article 12,
Sections 3 and 4.
6. Seniority shall be maintained, but shall not accumulate beyond thirty-six
(36) consecutive months absence due to illness, when supported by a
doctor's certificate. In all cases of absence due to illness, the Company
may require the said employee to be examined by another physician; and, in
the event said employee refuses to submit to such examination, or after
examination is certified as able to perform available work and said
employee declines such work, he shall be discharged and his seniority shall
cease.
7. The Company agrees that it will furnish the Union each month with a list of
all employees hired, laid off, recalled, transferred from one department to
another and/or promoted out of the bargaining unit.
8. An employee who is transferred out of the bargaining unit shall accumulate
seniority following such transfer for an additional period, not to exceed
one year, and have the right in the event of a layoff or abolishment of his
job to return to available work in the bargaining group in line with his
accumulated seniority as described above. Employees who return to
available work in the bargaining unit will not be permitted to bid for a
period of six (6) weeks. Employees transferred prior to the 1969 Agreement
shall have accumulated seniority, for purposes of this Article only, to
October 15, 1970.
17
(a) An employee transferred out of the bargaining unit after March 9, 1984
shall accumulate seniority following such transfer for an additional
period not to exceed one year. Such transferred employees must decide
at this time whether or not they wish to return to the bargaining
unit. If their choice is to remain out of the bargaining group they
relinquish all rights to return to that unit. If their choice is to
return to the bargaining unit the conditions set forth in 8. above
will apply.
18
ARTICLE 11
JOB BIDDING
1. The following increase in work force procedure will be followed for all
plants:
(a) The Company shall post all bid jobs factory-wide for a period of seven
(7) calendar days, and any employee may apply for them. Such bid jobs
must be posted within fourteen (14) calendar days after the vacancies
exist. In the case of a retirement, the job will be posted twenty-one
(21) calendar days prior to the effective retirement date.
(b) Preference will be given the employee with the greatest seniority,
provided:
(i) said employee has not requested and received another job within
the preceding eight (8) weeks. The eight (8) weeks shall be
determined by the removal date on the bid sheet, and
(ii) said employee is competent to perform the work. The Company
shall be the judge of the competency of its employees, subject to
review under the grievance procedure.
"Competency" shall be considered to mean ability to do an
available job in a workmanlike manner and in the event any
employee because of inability whether due to lack of experience,
physical unfitness or otherwise is unable to perform available
work in a workmanlike manner, the job will be re-bid.
(iii) A successful bidder is required to complete any physical
testing requirements within six (6) calendar days of the date the
job is removed from bid. If the successful bidder does not
comply, he shall remain on his job, his vacancy shall be
cancelled, and the job shall be awarded to the next senior
qualified bidder.
(iv) Employees on S&A who bid and are awarded the job must be able to
perform the job duties within four (4) weeks of removal of bid.
If not able to perform the job, the job will be re-bid.
(c) In the event an employee voluntarily requests and is granted a
transfer to another plant, said employee shall comply with Sections
(b) (i) and (ii) above before bidding. All voluntary straight out
transfer requests must be honored before recalling any junior employee
from layoff or new hire to fill the job. This employee shall be
considered as the junior miscellaneous employee in that department for
a period of six (6) weeks from the date of the transfer, for the
purpose of premium assignments. The Union agrees that this language
will not be used to the extent of hindering the Company's production
requirements in any Department.
(d) The Company agrees that it will transfer the successful bidder to the
bid job within a period no greater than four (4) weeks.
(e) When the Engineering Department turns over new equipment to the
Production Department and the equipment is approved by the latter for
production purposes, then the Company shall post a bid, if a vacancy
exists, within seven (7) calendar days after the acceptance of the new
equipment by the Production Department.
(f) When a bid job has been posted for a period of seven (7) calendar days
and no bids have been received, then the job shall be filled at the
discretion of the Company with rights as though bid, except that
Section (b) (i) above shall not apply if he elects to bid another job.
19
(g) Applications to fill vacancies must be in writing and shall be
deposited in a sealed box to be provided by the employer and placed in
the various plant offices. The employer and the Union shall jointly
open the sealed box and examine the applications for the job
vacancies.
(h) In the event an employee is a successful bidder and he declines to
accept, he shall be transferred, as soon as practical but never longer
than four (4) weeks later, to miscellaneous in the plant he is part of
at the time of bidding, and he shall be prohibited from any further
bidding for a period of six (6) months. Furthermore, this employee
shall be considered as the junior miscellaneous employee in that
department for a period of three (3) months from the date the employee
is transferred to miscellaneous for the purpose of premium
assignments.
2. In the event a temporary vacancy occurs due to accident, injury, illness,
contested discharge or suspension, or other absence of a regular employee,
the job will not be posted but filled by an available employee who shall
continue as the temporary replacement for the remainder of the vacancy.
(a) The employee will not assume the seniority of the employee he is
replacing.
(b) In the event of a layoff or reduction of work in the job
classification, the temporary employee will first be removed.
(c) If an employee's physical condition is such that it is medically
certified that the employee will never be able to return to his bid
job, the job will be posted for bid.
3. When it becomes necessary to reduce permanent classified jobs (not
miscellaneous jobs) in Plant 3, Mass and Sagger Bake and Inspection,
Graphitizing Department, Pitch Impregnating, Central Cleaning Department,
and Plant 607 due to a long term lack of work, such jobs shall not be
posted for bid, and the employees holding these jobs shall be returned to
their positions without virtue of bid when the jobs are re-established. If
a person is holding job rights under this paragraph, he is the youngest
miscellaneous employee, unless he agrees to give up job rights, then he
falls back in line with seniority.
When a permanent vacancy(s) occurs within a plant complex, the jobs will be
offered out in line with seniority. All miscellaneous employees in the
complex shall be canvassed for the opening(s), with employees retaining
rights to bid jobs being asked last. If all employees refuse the
opening(s), the youngest employee(s) in line with regular seniority will be
assigned to the vacancy(s).
A permanent vacancy is defined as any job normally posted for bid. A
temporary vacancy(s) will be filled according to the miscellaneous
agreement (Article 11, paragraph 2).
4. A bid job shall be considered permanent only after it has continued in
operation for a period of more than three (3) weeks after the bid notice
has been taken down.
(a) In the event that an employee is removed from a bid job within the
three (3) weeks because the job is abolished, he will return to his
old bid job in his original plant. If the employee's prior job was
miscellaneous work, he will return to his original plant.
5. In an effort to clarify the practice of filling temporary vacancies in the
Plant, it is hereby understood and agreed that the following procedures
shall apply for employees holding "bid rights" within a department.
20
(a) When two or more employees holding "bid rights" are working in their
bid-in-department on a temporary basis, the junior in seniority will
be removed first and returned to the miscellaneous workforce,
irregardless of who was first to fill a vacancy.
(b) When one employee holds "bid rights" and is working a temporary
vacancy in his bid-in department, and the other employee is
miscellaneous, the miscellaneous employee will be returned to
miscellaneous first.
(c) When two or more miscellaneous employees are filling temporary
vacancies, the miscellaneous employee shall continue as the temporary
replacement for the remainder of the vacancy.
It is understood that in the event of cross-shift assignments in the case
of a. or b. above, it may be necessary to retain the junior "bid rights"
holder or miscellaneous employee for a day in order to effectively change
the shift of the senior employee.
6. Vacancies of one (1) day or less which occur with or without advance notice
will be filled from the miscellaneous workforce in accordance with normal
canvassing procedures. Vacancies of two (2) days or longer will be filled
with the senior bid-in operator holding rights. Vacancies which occur as a
result of absences on a day-to-day basis without notice, will be filled
from the miscellaneous workforce by following normal canvassing procedures.
It is also understood that in the event of cross-shift assignments it may
be necessary to retain the junior bid-rights holder or miscellaneous
employee for a day in order to effectively change the shift of the senior
employee.
21
ARTICLE 12
DECREASE IN WORK FORCE
1. In the event of transfers or layoffs due to a reduction in the work force,
seniority will govern. Employees will be permitted to displace other
employees, except those jobs listed in Group III and listed below, provided
those retained are competent to perform the work.
(a) Employees may displace a junior employee in Group III, or those listed
in paragraph l.b. only if they previously held that classification and
when they would be placed on layoff from the factory.
(b) The Protected Jobs are:
365 Kiln Attendant
719 Power Monitor
2. The following reduction in force procedure will apply for all plants as set
forth in Section 9 of this Article.
(a) An employee affected under this Section will be placed on available
work within his plant. If there is no available work, he will
displace the least senior employee within the plant.
(b) An employee removed from his plant under Section (a) or unable to bump
under Section (a) will then be placed on available work factory-wide.
If there is no available work factory-wide, he will displace the least
senior employee factory-wide. Rather than exercise this bump, the
employee may elect to take a layoff.
(c) The least senior employee factory-wide who is affected by bumping will
then be placed on layoff.
(d) An employee's election not to bump under Section (b) above shall be
construed to mean that the employee is not suited for the work offered
and will not prejudice his right to receive benefits under the
Unemployment Insurance Program in the state of Pennsylvania.
3. Employees, if able to perform the job, will be recalled from layoff in line
with their seniority and without regard to their former plants. However,
employees exercising the option in Section 2(b) above must specify at time
of layoff to which plants (other than the one for which a bumping
opportunity was refused) he or she would be willing to accept recall. In
the event of a recall opportunity to any of those plants for which a
preference was indicated, the employee must either accept the recall or be
terminated.
4. In the event a laid off employee fails to report for work at the time said
employee is directed to do so and should such employee also fail to notify
the Company of any reason for failing to report as directed, then, in such
event, the Company is under no obligation to offer such employee an
opportunity to return to work, and such employee shall lose all seniority
rights. At least five (5) days notice, by registered mail, to the
employee's last known address shall be sufficient for the purpose of this
Section. A copy of the notice will be sent to the local Union.
5. If a laid off person is recalled any time within thirty-six (36) months
from his date of layoff, he will receive seniority credit for the actual
time laid off.
6. Except in cases of classifications where in the judgment of the Company
special fitness or skill is required, no new employee will be hired until
all laid off employees with seniority rights who are capable of efficiently
performing the work have been given an opportunity to return to work.
22
7. When an employee is removed from his plant due to a decrease in work force
other than layoff, said employee may request a transfer back to his
original plant from the xxxxxxx in his new department. This request will
be filed with the Human Resources Office within fourteen (14) days of his
removal and a copy shall be given to the Union.
(a) When vacancies occur in his former plant, Management, before hiring
any new applicant or recalling a junior employee from layoff for such
vacancy, will honor, by seniority, a written request for transfer back
to such plant from any employee who was transferred from such plant
through no fault of his own, provided said employee is competent to
perform the work.
(b) In the event an employee bids and secures a job in his new plant, his
right to transfer back to his original plant shall cease.
(c) When an employee takes a voluntary layoff he will be treated as a
decrease in workforce upon his return from the voluntary layoff.
8. (a) A "temporary layoff" shall be defined as any layoff not exceeding four
(4) days in duration because of lack of work, power failures, machine
breakdowns, fires, disasters, etc. In such event, employees of the
affected job classification on a shift shall be laid off in seniority
order but without bumping opportunities in the case when the events
leading to the temporary layoff became known after the beginning of
the workday. If such temporary layoff continues into the next workday,
the application of seniority will be within the job classification
without regard to shift. Such shift reassignments as are required to
effect these seniority provisions shall not result in premium or call-
in pay. When the temporary layoff is concluded, the employees first
recalled will be those who are regularly assigned to the first full
shift scheduled. If other work is available in any plant, it will be
distributed in accordance with seniority, as above defined. This
temporary layoff provision will not be used to effect work sharing or
to avoid a permanent layoff because of a sustained reduction in the
work load.
(b) For DuPont shift workers, a temporary layoff shall continue to be
defined as four (4) days, however:
(i) The first three (3) days shall be exactly as defined above.
(ii) At the time of layoff, each employee will be canvassed as to his
desire to work on the fourth day. For those desiring to work,
the Company shall provide available work.
9. For the purpose of decrease in work force or such other purposes as are
expressly provided for in this Agreement, it is agreed that The
Carbide/Graphite Group is divided as follows:
Plant 3 - Double Deck and Miscellaneous;
Carbottom, Mass and Sagger Bake, and Miscellaneous;
Pitch Impregnating Department, Central Cleaning Department, and
Graphitizing (Xxxxxxx and Longitudinal) Department and Miscellaneous;
Plant 607 (Department 47) and Miscellaneous;
Mechanical Maintenance;
23
Electrical Maintenance;
Outside Maintenance;
Mobile Maintenance.
Each of the above groups shall be interpreted as a plant.
10. If an employee elects to take a voluntary layoff in accordance with this
Article, the employee shall have the opportunity of exercising bumping
privileges into his seniority unit at thirteen (13) week intervals from the
last day worked, or upon expiration of such employee's Unemployment
Compensation benefits provided his seniority so permits, and the employee
provides two (2) weeks notification to the Company of the Unemployment
Compensation benefit expiration and his intention to return.
In the event the seniority of the employee on voluntary layoff status would
not permit the employee to be working, that status will convert to
involuntary layoff, and all benefits shall revert to those benefits as
provided for with involuntary layoff.
Any employee who elects a voluntary layoff shall have insurance coverages
for medical, surgical, hospitalization, major medical, prescription drug
and life insurance continued for a maximum of thirty-nine (39) weeks from
the last day worked. The employee may continue such coverage for the
thirty-nine (39) week duration by payment of the contractually specified
amount for the same to the Company.
24
ARTICLE 13
JOB DESCRIPTION AND EVALUATION
1. It is agreed and understood that the wage structure for this plant is based
upon job evaluation.
2. The present job evaluation plan shall be used in evaluating the new jobs
and in reevaluating existing jobs when changes in job content occur. In
the event no agreement is reached, it is agreed it shall be handled under
the grievance procedure.
3. Classifications and the establishment of new classifications shall be
subject to negotiation and agreement by and between the employer and the
Union. Disputes shall be subject to the grievance and arbitration
procedure.
4. The Company agrees to notify the Union of new job evaluations and changes
in existing evaluations. The Company will furnish the Union with copies of
job descriptions, and they will be deemed a part of this Agreement. Job
descriptions and evaluations shall be kept up to date.
5. Where certain jobs were granted an inequity increase by the Company, and
which was added to the evaluated classified wage rate, then a reevaluation
of any such job shall not be cause for the Company to take away the
inequity increase granted such job.
6. It is understood that the Company is presently engaged in a program to
update job descriptions and evaluations for existing job classifications.
In case a job is reevaluated at a lower rate of pay, the employee presently
on that job shall receive no reduction in his classified wage rate. Any
employee whose current rate exceeds the evaluated job rate shall continue
to be paid the current rate until such time as the employee leaves the job
or the job is abolished. All other employees hereafter assigned to the job
shall receive the evaluated job rate.
7. The members of the Union Shop Committee shall also act as the members of
the Union Job Evaluation Committee. Time lost by the members of the
Committee on problems dealing with job evaluation shall be paid for by the
Company in the same manner as provided for under Article 37, Section 7, in
the current Agreement.
25
ARTICLE 14
DISCHARGES
1. Any employee guilty of habitual absenteeism, who does not report for work
for a period of five (5) days, may be dropped from the Company's payroll
and said employee's services and seniority terminated.
2. Any employee who is absent from work for a period of ten (10) days without
a justifiable reason or excuse may, upon proper notification from the
Company, be dropped from the Company's payroll and said employee's services
and seniority terminated.
3. (a) Discharge of regular employees may be made subject to cause only,
and all discharges are subject to review between the Union and the
Company under the grievance procedure.
(b) In the event that after a discharge or a suspension pending a
discharge the Company reinstates any employee so involved, it may do
so with full or part pay, or without any pay whatsoever, for the
period of the suspension or discharge.
(c) In the event that any discharge becomes the subject of arbitration
and if reinstatement is ordered, the arbitrator may provide for
reinstatement with full or partial pay, or with no pay whatsoever,
for the period of the discharge.
4. It is important that complaints regarding unjust or discriminatory layoffs
or discharges be handled promptly. Grievances must be signed by the Chief
Xxxxxxx or his designated alternate and filed with the Human Resources
Department within three (3) working days of the layoff or discharge; the
Management will review and render a decision on the case within three (3)
working days of its receipt. If a decision of the Management in such a
case is not appealed within three (3) working days, the matter will be
considered closed.
5. It is understood that violation of Company rules is proper cause for
appropriate disciplinary action or discharge, subject to review under the
grievance procedure.
6. In the event a discharge becomes the subject of arbitration it must be
referred to arbitration within seven (7) days, it being understood that the
purpose of this clause is to have such arbitration held with all reasonable
dispatch.
26
ARTICLE 15
VACATIONS
1. Paid vacations shall be granted as follows:
(a) Upon completion of one (1) year of employment, but less than two (2)
years - one (1) week.
(b) Upon completion of two (2) years of employment, but less than seven
(7) years - two (2) weeks.
(c) Upon completion of seven (7) years of employment, but less than nine
(9) years - two (2) weeks, plus one (1) day.
(d) Upon completion of nine (9) years of employment, but less than ten
(10) years - two (2) weeks, plus two (2) days.
(e) Upon completion of ten (10) years of employment, but less than sixteen
(16) years - three (3) weeks.
(f) Upon completion of sixteen (16) years of employment, but less than
seventeen (17) years - three (3) weeks, plus one (1) day.
(g) Upon completion of seventeen (17) years of employment, but less than
eighteen (18) years - three (3) weeks, plus two (2) days.
(h) Upon completion of eighteen (18) years of employment, but less than
nineteen (19) years - three (3) weeks, plus three (3) days.
(i) Upon completion of nineteen (19) years of employment, but less than
twenty (20) years - three (3) weeks, plus four (4) days.
(j) Upon completion of twenty (20) years of employment, but less than
twenty-three (23) years - four (4) weeks.
(k) Upon completion of twenty-three (23) years of employment, but less
than twenty-five years (25) - four (4) weeks, plus two (2) days.
(l) Upon completion of twenty-five (25) years of employment, but less than
twenty eight (28) years - five (5) weeks.
(m) Upon completion of twenty-eight (28) years of employment, but less
than thirty (30) years - five (5) weeks, plus two (2) days.
(n) All employees upon completing thirty (30) or more years of employment
shall be granted six (6) weeks vacation.
2. Vacations shall be paid at the average earned rate and shall be based on
the average number of hours worked in the first five (5) pay periods in the
six (6) pay periods prior to the vacation, but not less than forty (40)
hours times the classified rate of the job classification existing at the
time the vacation is taken.
3. When vacation time includes a paid holiday, an additional day of vacation
shall be granted.
27
4. All employees whose services are terminated for any cause whatsoever shall
receive, with their final pay, their earned vacation allowance.
(a) An employee who is placed on layoff prior to September lst of a
calendar year may request that five (5) vacation days be held in
anticipation of a recall.
(b) Employees electing the option under 4 (a) who are recalled after
September lst, or not recalled in that year, shall be paid for the
five (5) days.
5. Returning veterans shall be treated as having worked continuously for the
purpose of computing vacations.
6. Any employee entitled to five (5) weeks vacation may elect to take his or
her vacation in five (5) periods.
7. In the event that an employee is laid off and is later recalled, he may be
required to complete two (2) months of continuous employment before taking
any vacation to which he may be entitled.
8. Employees may elect to take one week of vacation pay in lieu of time off at
the discretion of the Company.
9. An employee may elect to take his vacation in individual days and receive
vacation pay for said day in his next regular pay period.
10. Effective October 1, 1994 the vacation year will begin on October 1 and end
the following September 30.
Employees will specify normal vacation preference in writing by September 1
of each year on forms provided by the Company no later than August 1 of
each year. Normal vacation preferences may be changed upon request for
good and sufficient reasons.
The Company will notify employees whether their vacation requests are
granted by October 1 of each year. It is understood that selections of
preferred vacation made after October of each year will be on the basis of
the next senior employee denied the days, then "first come, first served".
The only time after October 1 that vacation schedules may be altered by the
Company is by job changes of a senior employee. The junior employee shall
then be notified within thirty (30) days that his vacation schedule must be
altered.
It is also understood that if a major shift in work schedule occurs (for
example, continuous shift to Dupont shift or vice versa) after the vacation
schedule has been completed, it may be necessary to reschedule vacations.
28
ARTICLE 16
TRANSFERS
1. When an employee is assigned to a job listed in Group 1 (see Schedule 1),
whether due to bidding, layoff or transfer, said employee shall be paid the
classified rate of the job or task to which said employee is assigned if
said employee was previously classified, otherwise said employee will be
paid the miscellaneous rate until such time as the said employee becomes
competent to perform the work and is so classified. An employee who fails
to qualify for classification in a 120-hour working period (within his
classification including Saturday, Sunday, sixth and seventh day overtime)
shall be placed under Section (b). The Company and the Union may agree to
extend the 120-hour working period.
(a) When an employee is assigned to a job listed in Group II (see Schedule
1), whether due to bidding, layoff or transfer, said employee shall be
paid the classified rate of the job or task to which said employee is
assigned if said employee was previously classified for that job,
otherwise said employee will be paid the miscellaneous rate until such
time as the said employee becomes competent to perform the work and is
so classified. An employee who fails to qualify for classification in
a 200-hour working period (within his classification including
Saturday, Sunday, sixth and seventh day overtime) shall be placed
under Section (b). The Company and the Union may agree to extend the
200-hour working period.
(b) In the event that an employee is removed under this Section, he will
be placed as if he were a miscellaneous employee and he will return to
miscellaneous work in his original plant.
2. An employee working on a task for which said employee has not been
classified and for which a "standard" has been established shall be paid
the "standard hours" times the rate for the job or task for such time as
said employee exceeds the standard.
3. A classified non-incentive employee temporarily assigned at the convenience
of the Company shall be paid for the remainder of the shift or for the
first full shift assignment, if the assignment is initially made at the
beginning of the shift, at the rate of the job on which said employee
worked immediately before the transfer or the rate of the new job,
whichever rate is higher. Classified incentive employees temporarily
reclassified or transferred from one job to another shall be guaranteed at
least the average earnings on their former job for the remainder of the
shift or for the first full shift assigned, if the assignment is initially
made at the beginning of the shift, provided the transfer is at the
convenience of the Company.
In the event the temporarily reassigned employee is replaced on his job, he
shall be paid the higher of the permanent and temporary rates.
Reassignments due to lack of work will not be cause for maintaining the
rate of the job from which transferred.
4. (a) Decrease in Workforce - See Article 12 - Paragraph 7 (a), (b) and
Paragraph 10.
(b) Regular Transfers - See Article 11 - Paragraph 1.(c).
29
ARTICLE 17
LEAVES OF ABSENCE
1. Any member of the Union (not to exceed two (2) members) being elected to
permanent or temporary office or selected for appointive office by
officials of the International Union, shall be guaranteed reemployment on
his former job of his last employment with full seniority accumulated
during such absence.
2. Any member of the Union being elected as a delegate to any Union activity
necessitating a temporary leave of absence shall be granted such leave and,
at the end of the mission, shall be guaranteed reemployment with full
seniority accumulated during such absence.
3. Any employee may request a leave of absence not to exceed thirty (30) days,
provided said leave is not for the purpose of working elsewhere. The
Company, within its discretion, shall determine the advisability of
granting such leaves of absence. The Company will notify the Union
whenever leaves of absence are granted.
30
ARTICLE 18
GRIEVANCES
1. A "grievance" shall be defined as a complaint regarding wages, hours of
employment and/or working conditions. The grievance must be taken up
within thirty (30) days of occurrence by the employee(s) involved.
2. All employee grievances which arise shall be adjusted in the following
manner:
(a) Between the aggrieved employee and the Department Xxxxxxx or, in his
absence, the nearest available member of the Union's Shop Committee on
the one hand and the Department Xxxxxxx on the other. If no
satisfactory settlement is reached between them within eight (8)
hours, the complaint shall be reduced to writing and shall be referred
to:
(b) The Chief Xxxxxxx and/or his designate, the Department Xxxxxxx in
which the grievance originated and the Department Superintendent and
Xxxxxxx, who shall meet within seventy-two (72) hours, excluding
Saturdays, Sundays and holidays. In the event a satisfactory
agreement is not reached within twenty-four (24) hours, the matter
shall be referred to:
(c) The Shop Committee and representatives of the Company, who shall meet
once a week or whenever necessary. Any issue discussed at one week's
meeting shall be answered within seven (7) calendar days. If the
decision of management in such cases in 2 (b) and 2 (c) is not
appealed within fourteen (14) calendar days from the date that is
picked up and signed for at the Human Resource Office by the Chief
Xxxxxxx or his designate, the matter will be considered closed. In
the event of further failure to settle the grievance, the matter shall
be referred to:
(d) Representatives of the Union and representatives of the Company. Any
issue discussed at a Fourth Step Meeting shall be answered within
seven (7) calendar days. If a decision of the Management in such a
case is not appealed within seven (7) calendar days, the matter will
be considered closed. Both parties by mutual consent may extend the
seven (7) day period.
3. It is agreed that all matters pertaining to policy or to the interpretation
of any clause of this Agreement shall be dealt with among the Shop
Committee, representatives of the Union and Management or any person
designated by Management.
4. The Company shall supply the Union with all legally required, pertinent
information in connection with the adjustment of any grievance.
5. The Company and Union may at any time, by mutual agreement, refer a
grievance directly to arbitration in accordance with Article 19,
Arbitration.
6. The Company will pay any grievance pay within two (2) pay periods of final
grievance resolution.
31
ARTICLE 19
ARBITRATION
1. Any dispute, which has not been satisfactorily settled with seven (7) days
after the fourth step of the grievance procedure, may be submitted to
arbitration by either party. In order to initiate this process, either
party may request, by written notice to the Director of the Federal
Mediation and Conciliation Service, a panel of names from the lists
maintained by said Service. A copy of the communication to said Director
will be forwarded to the other party to this Agreement at the same time the
original request is mailed. Employees covered by this Agreement cannot,
except through the Union, initiate or invoke the arbitration procedure set
forth in this Article.
(a) The Company and the Union shall attempt to mutually agree in writing
as to the statement of the issue to be arbitrated and the arbitrator
shall confine his decision to the particular matter thus specified.
In the event of a failure of the parties to agree on a statement of
the issue to be submitted, the arbitrator shall confine his decision
to the written grievance.
2. Upon receipt of a request for arbitration, the Federal Mediation and
Conciliation Service will forward a duplicate panel of arbitrators to both
Company and Union. No arbitrator shall be appointed by the Service who has
not been approved by both parties. In the event the parties fail to agree
on an arbitrator after exhausting three (3) panels or within three (3)
months, whichever occurs first, the Federal Mediation and Conciliation
Service shall appoint an arbitrator.
3. Notwithstanding any other provision of this Agreement, no arbitrator shall,
without specific written agreement from the Company and the Union with
respect to the arbitration proceeding before him, be authorized to add to,
detract from or in any way alter the provisions of this Agreement.
4. Either party may be represented by counsel at any hearing without prior
notification to the other party or the Service.
5. The award of the arbitrator shall be in writing and final and binding upon
the parties to this Agreement. The award shall be made within thirty (30)
days from the close of hearing, unless otherwise agreed to by the parties.
6. The Company and the Union shall bear equally the fee and expenses of the
arbitrator.
7. Unless there is written mutual agreement between the parties that more than
one grievance may be heard by an arbitrator, an arbitrator will be
restricted to ruling on only one grievance.
32
ARTICLE 20
MANAGEMENT
Management shall have the right to manage the affairs of the Company, subject to
the limitations and the grievance procedure set forth in this contract.
33
ARTICLE 21
SAFETY AND HEALTH
1. The Company shall continue its practice of providing for the safety and
health of its employees while at work. Protective devices and other
equipment required by law to protect employees from injury shall be
provided by the Company. The Union agrees that it will encourage all
employees to work in a safe manner.
2. The parties agree to cooperate in achieving compliance with governmental
safety and environmental regulations.
3. If an employee has good reason to believe that an assigned job may involve
imminent danger to life or limb, the xxxxxxx and Union Xxxxxxx will be
notified immediately. If the matter is not resolved, it will be taken up
with the Safety Engineer for the purpose of resolving the dispute. If the
dispute is not then resolved, Management shall make an immediate
investigation of the imminent danger complaint, including consideration as
to the advisability of stopping the job pending final determination of the
dispute where in the opinion of Management such action is warranted. If
the decision of Management is that the job is safe, the employee must
perform the assigned job. If the employee still feels an imminent danger
exists, the Safety Engineer and the responsible Union Safety Representative
shall meet for the purpose of taking prompt action to determine whether the
condition is one involving imminent danger. It is agreed that neither the
Company nor the Union will accept or tolerate employee claims of imminent
danger which are capricious or otherwise not based on an actual fear that
imminent danger does exist.
4. The Union and Company agree to form a joint committee, which shall be known
as the Safety and Health Committee as follows:
(a) A committee of six (6) employees - two (2) to be appointed by the
Union, one (1) Shop Committee Member, and three (3) to be appointed by
the Company.
5. The Safety Committee shall meet monthly at the call of the designated
Safety Representative. The Committee shall discuss Safety and Health
problems and make recommendations to Management to carry out our expressed
mutual desire. Time lost by the employee members of the Committee from
their regular scheduled hours of work in attendance at Safety Committee
meetings shall be paid in the same manner as outlined in Article 37,
Stewards.
6. If an employee injured on the job disputes a Panel doctor's determination
that he is capable of returning to work, he may request a second opinion
from a physician of his choice at Company expense. The employee is
expected to report for work while awaiting the second opinion. The
employee shall extend his best efforts to arrange an appointment within 48
hours. If an appointment cannot be arranged on his own time, the Company
will pay for reasonable time away from the job for the purpose of having a
consultation. In the event the two (2) physicians differ in their opinion
as to whether the employee is able to return to work, they shall jointly
select a third physician and the majority decision shall prevail. The
expense of the third physician will be paid by the Company. injured
employee is required to visit one of the panel physicians for a thirty (30)
day period. After this, the employee may select the physician or
practitioner of his choice.
7. The Company will provide once per contract year OSHA approved safety
glasses for employees only. If the Company's participating Opticians are
used, then the employee going to any of those locations will be treated as
in the past. If the employee wishes to choose an optician of his/her
choice, then the Company will pay a voucher allowance of seventy-five
($75.00) dollars.
8. The Company will pay a voucher allowance of ninety($90.00) dollars once
every nine (9) months for safety shoes. After the second nine (9) month
period, the voucher allowance will be increased to one hundred ($100.00)
dollars.
34
ARTICLE 22
STRIKES AND LOCKOUTS
1. The Union will not cause or officially sanction its members to cause or
take part in any strikes (including sit-downs, stay-ins, slowdowns or any
other stoppages of work) and will cooperate with the Company in every way
possible to prevent any such stoppages of work and to terminate such
stoppages that may occur as soon as possible. The Company agrees not to
lock out any of the employees.
2. Any employee who violates the above provisions or Section shall be subject
to discipline or discharge.
35
ARTICLE 23
INCENTIVE PAY
1. Incentive rates shall be so set that the average operator can earn 130% of
the base rate.
2. Machine-controlled operations will be set according to the following
procedure:
(a) Manual-controlled elements shall be set so that the average operator
working at an incentive pace can earn 130% of the base rate.
(b) Machine-controlled elements shall be so set that the average operator
can earn 120% of the base rate. [See Article 27, Sections 6(a), (b),
(c) and (d).] It is understood that an operator is not limited to
earnings of 120%.
3. There shall be no favoritism in the distribution of incentive work.
36
ARTICLE 24
CHANGE IN METHOD OF PAYMENT
There shall be no change in the standard hour method of payment for any
employees covered by this contract without the agreement of the Union. It is
further agreed that all piece rates and day work, wherever possible, shall be
converted to the standard hour system as soon as is practical.
37
ARTICLE 25
TIME STUDIES
1. The Company agrees to establish courses in time study techniques in order
to train Union personnel. No more than two (2) employees will be trained
at any one time. The Union will submit the names of the designated
employees to the Company.
2. Time lost attending these courses by such employees shall be paid for by
the Company at their classified rate. While attending these courses, such
employees will be under the supervision of the Control Department.
3. The Union Time Study man shall be provided with or have access to the
records (copies) of the Time Study Department. Other than if it be
absolutely necessary in the processing of a grievance, the Time Study
information and records furnished to the Union Time Study Representative by
the Company cannot be removed from the Company premises. In the event that
it is deemed necessary in the processing of a grievance to take such
records off the premises, the Union Time Study Representative must sign a
receipt for such written information and records that he requests to remove
from the Company premises. In no event will the records or information
being made available to the Union Time Study Representative be passed on to
Company competitors.
4. The Union Time Study man will be assigned to regularly work the first shift
during the Monday through Friday workweek on a job for which he is
qualified.
5. The Union Time Study man and the alternate shall not be subject to the
layoff provision of the contract, in effect they will have super-seniority
(only to be exceeded by that of the Shop Committee), but shall be subject
to all other provisions of the contract.
6. No Union Time Study man or alternate shall be promoted or transferred out
of the bargaining unit until he is released by the Plant Shop Committee of
the Union.
7. The Xxxxxxx or, in his absence, the operator shall be informed of any
proposed time studies and the reason for which the studies are being taken.
8. When a study is completed, the Time Study Observer will inform the Xxxxxxx
or, in his absence, the operator of the following:
(a) Name and classification of operator studied.
(b) Total time of study.
(c) Number of pieces or units produced.
(d) The total number of strikeouts used during the study.
(e) The performance rating factor for each element.
9. The Company will furnish the Union with a copy of the operation number and
standard for all jobs studied. The Union shall have the right to question
all time studies and, upon request, the Company will furnish the Union with
a copy of the time study in issue. As may be necessary, the Union may
request to have longer time studies taken on time values that are in issue.
38
ARTICLE 26
MAKING THE TIME STUDY
1. The Time Study Observer will contact the Xxxxxxx regarding the operations
to be studied. The employee working on the operation will be informed by
the Xxxxxxx that an analysis is to be made and a time study is to be taken.
2. The Observer will discuss any improvements with the Xxxxxxx, and the
Xxxxxxx will instruct the Operator.
3. Divide the job into its elements and arrange them advantageously on the
sheet.
4. Make elements as short as possible without interfering with accurate
observations.
5. Describe elements exactly.
6. Assign numbers to the elements in the order of their first occurrence, as
1, 2, 3, 4, etc. If an element is repeated after its first occurrence, use
the same number that was first used.
7. At the beginning of the first element to be included in the study, start
the hour-decimal watch and read the time of day on the ordinary watch.
8. Record the time of day.
9. Record the hour-decimal watch reading:
(a) At the completion of Element 1, record the watch reading in Column 1
opposite the heading "Continuous," the reading at the end of Element 2
in Column 2 opposite heading "Continuous," etc.
(b) Allow the watch to run continuously.
(c) At the completion of the first piece, allow the watch to run and
return to column for second piece following the same procedure for
next pieces.
10. When an operation is being time studied for the purpose of setting a rate a
sufficient number of pieces shall be studied, the number to be governed by
the nature of the job. In all cases the total number of pieces observed
shall be at least twenty (20) or the total time of the study shall be at
least thirty (30) minutes, whichever in the discretion of the Time Study
Observer is more appropriate. In the event an operation in its entirety
takes less than thirty (30) minutes, the entire operation shall be studied.
When a detailed time study is completed, a rate will be issued. In the
event a study is not completed, the Xxxxxxx will be advised of the reasons
and the incomplete study will be destroyed in his presence.
11. At the completion of the last element to be included in the study, record
the time of day as indicated on any ordinary watch.
12. Make a note of the effort and skill for each element on the front of the
sheet by checking the term that applies.
13. Sign and date the time study.
39
ARTICLE 27
ESTABLISHING THE STANDARD
1. The first step of the computations is to determine elemental elapsed times
by subtracting successive watch readings. These times are to be recorded
in column marked "Individual."
2. Before taking up the summary of the elapsed times, the study should be
carefully examined for abnormal values. If any are found, they should be
indicated so that they can be readily distinguished and excluded from the
summary. No time shall be excluded unless it is noted on the study. No
watch readings shall be struck out in the taking of a time study unless a
clear explanation of the reason for the exclusion appears on the
observation sheet. Strikeouts which are decided upon after the Time Study
Observer has left the department will be shown on the Time Study Summary
Sheet with the high strikeouts summarized and the low strikeouts summarized
and the two totals listed separately. Should there be a dispute as to the
number of strikeouts, only those values which are more than one standard
deviation above or below the mean may be eliminated.
3. After elimination of abnormal values, the elapsed time for occurrence of
each element is added and the average determined. The full decimal, to
four (4) places, should be shown in this average.
4. The average time for each element will be leveled to an average or normal
time by multiplying by the leveling factor determined by the following
chart:
SKILL EFFORT
---------------------------------------------------------
+15 A1 +13 A1
+13 A2 Super +12 A2 Excessive
---------------------------------------------------------
+11 B1 +10 B1
+ 8 B2 Excellent +8 B2 Excellent
---------------------------------------------------------
+ 6 C1 +5 C1
+ 3 C2 Good +2 C2 Good
---------------------------------------------------------
0 D Average 0 D Average
---------------------------------------------------------
- 5 E1 -4 X0
-00 X0 Xxxx -0 X0 Fair
---------------------------------------------------------
-16 X0 -00 X0
-00 X0 Xxxx -00 X0 Xxxx
---------------------------------------------------------
CONDITIONS CONSISTENCY
+ 6 A Ideal +4 A Perfect
---------------------------------------------------------
+ 4 B Excellent +3 B Excellent
---------------------------------------------------------
+ 2 C Good +1 C Good
---------------------------------------------------------
0 D Average 0 D Average
---------------------------------------------------------
- 0 X Xxxx -0 X Fair
---------------------------------------------------------
- 7 F Poor -4 F Poor
---------------------------------------------------------
General Rating for Study Skill/Effort/Conditions/Consistency
------------------------------------------------------------
5. Skill and effort ratings were marked at completion of time study.
Conditions and consistency will be marked after subtraction of elapsed
time.
6. The next step is to assign several standard allowances to the normalized
time for certain factors not taken into consideration by the watch
readings.
(a) Fatigue refers to the physical exertion required by the task. A
minimum fatigue allowance of 5% will be made on all elements of
machine and handling time.
40
(b) Personal needs are required since it is necessary for the operator to
go to the rest room, or secure drink of water, etc. Minimum allowance
5%.
(c) Contingency refers to possible elements in the operation that are
reasonably expected to occur but timing and length of occurrence are
unpredictable. Lack of material or servicing, minor adjustments and
power failures of short duration would be properly appraised as
contingency elements. Minimum allowance 5%.
(d) Machine-Controlled Allowance refers to all elements that are machine-
controlled. A 5% allowance will be applied only to the elements which
are machine-controlled.
7. The "allowed time" for each element is determined by adding the allowed
time for personal, fatigue, contingencies, (and machine-controlled
allowance as may be required) for each element to the normalized time.
8. The "standard time" for the task is determined by adding the allowed time
for each element.
41
ARTICLE 28
RETIMING OF JOBS
The Union shall be informed of any proposed change before retiming.
1. Permanent standards once established will not be increased or decreased
unless there is a definite change in the following:
(a) Change in design.
(b) Change in materials.
(c) Change in tools or equipment.
(d) Change in methods.
(e) Change in quality standards.
(f) Work added to or removed from job.
(g) Mathematical errors in setting the timing of the rate are to be
corrected within ninety (90) days of the effective date of the time
study or rate.
2. Whenever any of the above changes take place which affect time values, only
that portion of the time value affected by the change will be adjusted.
Sufficient additional elements (which may include all elements) to those
affected by the change may be studied to determine the effect of the change
on existing values. Recorded or standard time values, where established,
shall not be changed unless there has been a 10% change in the time value
of the element. Only the time value of that element will be changed.
3. When the elements are established for retiming, they shall be as identical
as possible to prior studies on the operation. When a change is to be made
in an operation and the old time value is not broken down into elements, a
time study may be taken before the change is made in order to establish the
elements of the existing time value, but the old time value will not be
changed as a result of this study. When the change in the operation is
made, the provisions of Sections 2 and 3 of this Article will apply.
5. When an old order repeats and there is no original study, the operations
will be time studied and the rates will not be changed, but inflated to the
original standard. When any further change in the operation is made, the
provisions of Sections 2 and 3 of this Article will apply.
6. When an old order repeats and there is an original study, provided a change
occurs, a study will be taken and the language of the present contract will
apply.
42
ARTICLE 29
NEW PRODUCTS
Whenever the Company makes a change in a product or introduces a new product,
incentive standards for identical operations that existed prior to the change
and are still performed on the changed product or new product shall not be
changed. Disputes which arise under this Article will be subject to the
grievance procedure, beginning in the third step.
43
ARTICLE 30
TEMPORARY TIME VALUES
1. Temporary or estimated time values established for an item being
manufactured shall become permanent values at the end of three (3) months
from the date the item repeats on a new manufacturing order, unless a
permanent value is established at an earlier date. If the original order
is for a large quantity, the employer and the Union shall negotiate for a
shorter time than three (3) months for the establishment of temporary value
as the permanent value.
2. When a production run is interrupted by a short run job on which no time
values have been established, the employee shall receive no less than his
average hourly earnings for the production run.
44
ARTICLE 31
JURY DUTY
An employee called for jury duty will be reimbursed the difference between the
amount he is paid for such service, not including transportation allowances, and
his straight time hourly classified rate for time lost from work up to ten (10)
working days.
An employee called as a juror for a coroner's inquest will be reimbursed on the
same basis as above.
45
ARTICLE 32
FUNERAL LEAVE
1. An employee who has completed his or her probationary period with the
Company and who is scheduled to work may be excused from work because of a
death in his or her immediate family. When excused he or she shall be paid
an allowance for the hours he or she is scheduled to work on Monday through
Friday, not to exceed eight (8) times his or her classified rate of pay,
for each day excused, for not more than three (3) days.
2. The funeral benefit will terminate at the end of the day of the funeral.
If the employee does not attend the funeral of the deceased, pay allowance
as provided herein will not be allowed.
3. "Immediate family," for the purpose of this Section, is defined as mother,
father, mother-in-law, father-in-law, spouse, son, daughter, brother,
sister, grandchild and grandparent.
4. In the event of the death of a brother-in-law or sister-in-law, an employee
who has completed his or her probationary period may be excused from work
on the day of the funeral (or if the funeral is held on Sunday, Monday will
be the day excused). The pay for this absence will not exceed eight (8)
times his or her classified rate of pay.
5. If the day of the funeral is on a Saturday and the employee is scheduled to
work on that day, he/she will be paid straight time.
46
ARTICLE 33
NO DISCRIMINATION
There shall be no discrimination in the wages, hours or other terms and
conditions of employment on account of sex, race, color, age, creed or national
origin, veterans status, disability, or handicap. Word used in masculine gender
applies also to the feminine gender.
47
ARTICLE 34
EMPLOYEE RATINGS
Hourly employees covered by this Agreement shall be given their ratings in
writing within one hundred twenty (120) hours after any new rating or change in
rating is made. A copy of the employees' ratings shall be furnished to the
Union.
48
ARTICLE 35
COMPANY POLICY REGARDING SUPERVISORY PERSONNEL
Supervisors shall not perform production or maintenance work, except in cases
where circumstances create an emergency.
49
ARTICLE 36
FAMILY LEAVE
The parties agree that they shall comply with the Family and Medical Leave Act
of 1993.
In administering family leave, the Company and Union shall comply with
regulations/directives promulgated by the Federal Government.
The parties agree that maternity shall continue to be treated as a disability in
accordance with Federal/State statutes.
50
ARTICLE 37
STEWARDS
1. Stewards, including the Chief Xxxxxxx and the Assistant Chief Xxxxxxx, in
their respective departments shall remain in said departments on their
respective shift and crew until all other employees are laid off (including
temporary layoffs) or transferred from that department, provided said
employee is competent to perform the available work.
2. Shop Committee and Stewards shall be the last to be laid off and the first
to be recalled on a factory-wide basis, provided said employee is competent
to perform the available work.
3. In the event a Department Xxxxxxx is laid off or transferred out of his
department due to a lack of work, his rights as Xxxxxxx shall cease.
4. The Chief Xxxxxxx shall have seniority over all employees in the bargaining
unit, on a factory-wide basis.
5. A Xxxxxxx shall be permitted to leave his job for the purpose of assisting
in adjusting grievances. In such cases, the Xxxxxxx shall be notified,
and, when necessary, the Xxxxxxx shall be given an opportunity to replace
the Xxxxxxx with another operator.
6. Required time lost on Company property by Union representatives in settling
differences, disputes or grievances shall be paid for by the Company.
7. Payment for time lost by Stewards in the settlement of grievances shall be
made as follows:
(a) Stewards working on non-incentive operations at the time he or she is
handling a grievance shall be paid the rate for the job he or she was
performing.
(b) Stewards working on incentive operations at the time he or she is
called upon to assist in the settlement of a grievance shall
immediately punch out and his or her average earned rate at the time
of punching out shall be paid for the time spent in handling the
grievance.
8. Payment for time lost at grievance (including arbitration hearings held at
the Municipal Building) and negotiation meetings with the Company shall be
limited to six (6) members.
51
ARTICLE 38
GROUP INSURANCE
1. The Company agrees to provide all employees in the bargaining group and pay
the premium for the following benefits:
(a) Life Insurance and Accidental Death and Dismemberment increased as
follows:
$26,000 effective July 1, 1996
$28,000 effective July 1, 1997
$30,000 effective July 1, 1998
(b) Weekly Accident and Sickness benefits for twenty-six (26) weeks as
follows:
$255, effective July 1, 1996
$265, effective July 1, 1997
$275, effective July 1, 1998
2. The Company agrees to continue the Blue Cross/Blue Shield Plan of Western
PA. The Company agrees to pay the increased costs of the program for its
employees and dependents. The employee will pay the premium specified in
paragraph 38.3.
If there is a premium increase during the life of this contract, the
Company reserves the right to change insurance carriers, provided the
change does not affect the benefit levels set forth in the plans.
(a) Cost Containment Provisions
(i) Second surgical opinion required for non-emergency elective
surgery.
(ii) Ambulatory surgery must be done on an out-patient basis.
(iii) Room and board charges on either Friday or Saturday before non-
emergency elective surgery are not covered.
(iv) Pre-admission testing must be done on an out-patient basis. If
done in-patient, the room and board expense are not covered.
(b) Hospital Coverage - 120 day plan, full xxxx or semi-private; In-
Hospital extras - unlimited; Surgical - prevailing fee; Maternity - 10
days plus extra charges. Eligible dependent children - from date of
birth to age 19, students to age 23, disabled child to any age.
(c) Hospital outpatient surgical - subject to $25 deductible; 3 per family
annually. At the Company's request, this deductible can be eliminated
from the plans.
(d) Outpatient Diagnostic X-ray and Diagnostic Medical Laboratory - no
deductible, no maximum.
(e) Home and office visits for employee only when unable to work. Maximum
21 visits. $25 deductible per year.
(f) Major medical - $200 deductible individual, two per family per
calendar year; 80/20 co insurance. Effective July 1, 1996 the major
medical maximum is $800,000 (effective 7/1/97 - $900,000; 7/1/98 -
$1,000,000).
52
(g) Major Medical - An annual out-of-pocket maximum under major medical of
$2000 per individual (20% of $10,000 in major medical charges eligible
for payment). This out-of-pocket maximum does not include nor pertain
to mental/nervous charges.
(h) In-Hospital medical benefits (as an overnight patient in an accredited
hospital because of a disease or injury, such as heart attack,
pneumonia, diabetes, or contagious disease) are provided for the
services of a doctor of medicine or of osteopathy up to a maximum of
120 days for each period of hospitalization - Prevailing Fee.
(i) Prescription Plan - Premier plan of Blue Cross/Blue Shield employee
co-pay $4 generic/$6 name brand. The Company will also establish a
mail order drug plan. Once established, this will require that any
prescriptions exceeding thirty (30) days be purchased through mail.
3. The monthly employee contribution for all classes of coverage will be
$20.00.
4. Employees laid off will be covered by the Blue/Cross Blue/Shield insurance
for three (3) months following layoff, provided they continue to contribute
the amount set forth in Section 3 above.
5. (a) The Company will offer continuation of medical insurance (but not the
prescription drug card) for retirees age 62 to 65 with 25 years of
continuous service. This insurance will be effective only while the
retiree is between the ages of 62 and 65.
(b) For the life of this agreement the retiree will contribute 55% of the
full coverage cost based upon the active and retired groups combined.
(c) The Company's contribution for this coverage in the future shall be
limited to the amount of the Company contribution as of June 3, 1996
based upon the rate for retirees as a separately rated group.
53
ARTICLE 39
PENSIONS
1. The Company agrees to keep the pension plan adopted June 1, 1955, in effect
during the labor contract, together with all the improvements made to date.
2. The present hourly pension program shall be increased as follows:
(a) Effective July 1, 1993 there shall be no maximum service benefit for
calculation of retirement benefit. An employee may retire at age 62
with ten (10) years continuous service with non-reduced benefits.
(b) Effective January 1, 1989 vesting in the Carbide/Graphite Pension
Plan for Hourly Bargaining Unit employees at St. Marys will be
reduced from ten (10) years of continuous service to five (5) years
of continuous service.
(c) Effective July 1, 1996, the normal retirement benefit will be $23.50
per month per year of service (an increase of $1.00).
(d) Effective July 1, 1997, the normal retirement benefit will be $25.00
per month per year of service (an increase of $1.50).
(e) Effective July 1, 1998, the normal retirement benefit will be $26.00
per month per year of service (an increase of $1.00).
3. The complete pension program as amended, will be made available in booklet
form.
4. Effective 6/3/96 the paid-up life insurance for retirees will be increased
by $500.00 to $2000.00.
5. Effective 6/7/93 the service requirement for Disability Retirement will be
ten (10) years of continuous service.
54
ARTICLE 40
WAGES
1. The starting rate for employees hired for "Carbon Manufacturing, Machine
Finishing and Maintenance" jobs is set forth in Schedule 1. After
completing the probationary period, employees shall be paid a minimum of
the miscellaneous rate as set forth in Schedule 1.
2. A schedule of the classified rates is attached in Schedule 1 and becomes
part of this Agreement.
3. Wages shall not be subject to arbitration.
4. Annual increases:
(a) Effective June 3, 1996, a general wage increase of 3-1/2% percent
applied to all wage classifications.
(b) Effective June 8, 1997, a general wage increase of 3% percent applied
to all wage classifications.
(c) Effective June 7, 1998, a general wage increase of 3-1/2% percent
applied to all wage classifications.
Effective June 3, 1996, jobs listed in Group III are granted an
additional adjustment of twenty-five cents ($.25) per hour.
Effective June 8, 1997, jobs listed in Group III are granted an
additional adjustment of twenty-five cents ($.25) per hour.
Effective June 7, 1998, jobs listed in Group III are granted an
additional adjustment of twenty-five cents ($.25) per hour.
55
ARTICLE 41
SCOPE OF AGREEMENT
1. This Agreement expresses the understanding of the parties in respect to
matters deemed by them to be applicable to the bargaining unit, and it
shall not be changed or modified except by mutual consent in writing.
2. This Agreement and any supplements which may be added to this Agreement
shall supersede all previous agreements.
56
ARTICLE 42
CONFLICT OF LAWS
It is mutually agreed that if the adoption or amendments of any State or Federal
law conflict with or are contrary to any provision of this Agreement,
negotiations will be opened to make necessary adjustments, but the negotiations
will be confined to changes necessary to comply with the new or amended law.
57
ARTICLE 43
EXPIRATION AND RENEWAL
This Agreement shall remain in effect from June 3, 1996, to 12:01 A.M. June 7,
1999, and shall thereafter automatically renew for one (1) year from year to
year, unless either party gives written notice to the other at least sixty (60)
days prior to any expiration time of intention to modify or terminate the
Agreement. In the event such a notice is received, then, upon request, a
conference shall be arranged between the parties for within ten (10) days after
receipt of such notice.
The parties having met for the purpose of negotiating a Collective Bargaining
Agreement, declare that the foregoing represents the sole and complete Agreement
between the Company and the Union for the period of June 7, 1996 to and
including midnight, June 7, 1999, and further that each had the opportunity to
bargain on all issued and matters during negotiations and that all other
requests and proposals made by both of the parties are waived and withdrawn
herewith, and each party relieves the other of any obligation it might have to
bargain with the other during the term of this Agreement on matters not
specifically included in this Agreement.
THE CARBIDE/GRAPHITE GROUP INTERNATIONAL UNION OF ELECTRICAL,
ST. MARYS PLANT TECHNICAL, SALARIED, MACHINE, AND
FURNITURE WORKERS, AFL-CIO,
LOCAL UNION 502
W. E. Damian X. X. Xxxxxxxxxx
X. X. Xxxxxx X. X. Xxxxxxx
X. X. Xxxxxxxxxx X. X. Xxxxxx
X. X. Xxxxxxxxx X. X. Xxxx
X. X. Xxxxxxx
X. X. Xxxxxx
X. X. Xxxxxxx
X. Xxxxxxxxx
Each party had the opportunity to bargain on all issues and alter the language.
All other requests and proposals made by both parties are hereby waived and
withdrawn.
------------------- --------------------
W. E. Damian X. X. Xxxxxxxxxx
------------------- --------------------
X. X. Xxxxxx X. X. Xxxxxxx
------------------- --------------------
X. X. Xxxxxxxxxx X. X. Xxxxxx
------------------- --------------------
X. X. Xxxxxxxxx X. X. Xxxx
--------------------
X. X. Xxxxxxx
--------------------
X. X. Xxxxxx
--------------------
X. X. Xxxxxxx
--------------------
X. Xxxxxxxxx
58
ARTICLE 44
SCHEDULE 1
RATE SCHEDULE
It is understood and agreed that the Starting and Miscellaneous Rates in CARBON
MANUFACTURING, MACHINE FINISHING AND MAINTENANCE JOBS are:
START MISC.
------ ------
(a) Effective 6/3/96 $10.85 $12.05
(b) Effective 6/8/97 $11.18 $12.41
(c) Effective 6/7/98 $11.57 $12.84
The Classified Rates for the jobs are:
59
GROUP I
6/3/96 6/8/97 6/7/98
Job Class. Class. Class.
No. Title Rate Rate Rate
020 Sweeper 12.05 12.41 12.84
034 Shipping Equipment Operator 12.38 12.75 13.20
149 Granular Materials Operator 12.39 12.76 13.21
201 14" Press Mixer 12.35 12.72 13.17
205 14" Press Operator 12.52 12.90 13.35
211 14" Press Xxxxxx 12.32 12.69 13.13
227 Clean Plates 12.05 12.41 12.84
233 Tube Driller Operator 12.13 12.49 12.93
275 Miscellaneous Labor 12.05 12.41 12.84
303 Universal Mill Operator 12.45 12.82 13.27
304 Outside Mill Operator 12.45 12.82 13.27
306 Inspector/Relief Operator 12.55 12.93 13.38
310 48 Press Operator 12.51 12.89 13.34
311 48 Mixer Loader/Unloader 12.39 12.76 13.21
312 48 Scrap Crusher 12.49 12.86 13.31
313 48 Mix Weigher 12.39 12.76 13.21
319 Equipment Operator 12.22 12.59 13.03
323 Double Deck Operator 12.38 12.75 13.20
327 Opening Kilns 12.05 12.41 12.84
333 Cleaning Rods by Hand 12.05 12.41 12.84
336 Carbottom Utility Operator 12.36 12.73 13.18
338 Cleaning Plates by Hand 12.05 12.41 12.84
354 25 Press Operator 12.51 12.89 13.34
355 25 Mix Weigher 12.35 12.72 13.17
356 25 Scrap Crusher 12.40 12.77 13.22
357 25 Xxxxxx 12.23 12.60 13.04
416 Stock Clerk 12.22 12.59 13.03
602 Crushing Graphite 12.05 12.41 12.84
605 Crushing Lampblack 12.05 12.41 12.84
610 Sludge Operator 12.10 12.46 12.90
640 Product Processor 12.52 12.90 13.35
642 Picking Up Graphite 12.05 12.41 12.84
643 Prod. Proc. Wheelabrator 12.22 12.59 13.03
650 Picking Up Bake Scrap 12.05 12.41 12.84
663 Banding Rods 12.05 12.41 12.84
664 Sand House Operator 12.16 12.52 12.96
700 Pitch Impregnator Operator 12.65 13.03 13.49
701 Pitch Impregnator Helper 12.51 12.89 13.34
712 Sand Drag 12.73 13.11 13.57
715 Hyster Operator 12.22 12.59 13.03
720 Xxxxxx Cleaner Operator 12.15 12.51 12.95
721 Process Materials Operator 12.73 13.11 13.57
722 Custom Furnace Loader & Unloader 12.42 12.79 13.24
723 Kostkutter Loader/Unloader 12.30 12.67 13.11
724 Copper Cleaning 13.08 13.47 13.94
725 Clean Graphitized PI Material 12.05 12.41 12.84
726 Wheelabrator Operator 12.28 12.65 13.09
727 Wheelabrator Helper 12.22 12.59 13.03
746 Rail Car Unloader 12.29 12.66 13.10
747 KVS Crusher Operator 12.19 12.56 13.00
60
749 Mass Furnace Loader-Setter 12.38 12.75 13.20
750 Mass Furnace Loader 12.29 12.66 13.10
751 Mass Furnace Unloader 12.22 12.59 13.03
760 Sagger Utility Operator 12.31 12.68 13.12
794 Shotblast Cleaning 12.31 12.68 13.12
831 Utility Operator 12.51 12.89 13.34
833 Saw Operator 12.21 12.58 13.02
835 Screen Operator 12.21 12.58 13.02
837 Janitor/Equip. Operator 12.22 12.59 13.03
913 Mill Payloader Operator 12.17 12.54 12.98
915 Payloader Operator 12.17 12.54 12.98
GROUP II
6/3/96 6/8/97 6/7/98
Job Class. Class. Class.
No. Title Rate Rate Rate
066 Bricklayer Helper 12.60 12.98 13.43
067 Maintenance Parts Attendant 13.66 14.07 14.56
071 Oiler 13.38 13.78 14.26
076 Building Maintenance 13.52 13.93 14.42
000 Xxxxxxxxx Xxxx Attendant 13.07 13.46 13.93
615 Maintenance Equipment Operator 13.18 13.58 14.06
620 Vacuum Operator 13.18 13.58 14.06
706 Graphite Crane Operator 12.51 12.89 13.34
719 Power Monitor 13.30 13.70 14.18
GROUP III
6/3/96 6/8/97 6/7/98
Job Class. Class. Class.
No. Title Rate Rate Rate
069 Maintenance Mechanic A 15.20 15.91 16.73
070 Maintenance Electrician A 15.22 15.93 16.75
072 Mobile Mechanic A 15.91 16.64 17.48
Employees moved out of progression where an established progression system
exists will be treated as Group II employees.
61
ARTICLE 45
SCHEDULE 2
WAGE SCHEDULE
ELECTRICAL APPRENTICE AND
MACHINIST APPRENTICE
6 1 1.5 2 2.5 3 3.5 4
Start Months Year Years Years Years Years Years Years
------- ------ ---- ----- ----- ----- ----- ----- -----
82.5 83.75 85 87.5 90 92.5 95 97.5 100
MAINTENANCE MECHANIC, AND
MOBILE MECHANIC APPRENTICE
6 1 1.5 2 2.5 3
Start Months Year Years Years Years Years
------- ------ ----- ----- ----- ----- -----
82.5 84.35 86.20 89.90 93.60 97.30 100
62
ARTICLE 46
SCHEDULE 3
SUPPLEMENTS TO THE LABOR AGREEMENT
BETWEEN
THE CARBIDE/GRAPHITE GROUP, INC.
AND
INTERNATIONAL UNION OF ELECTRICAL,
TECHNICAL, SALARIED, MACHINE AND FURNITURE WORKERS
AFL-CIO LOCAL UNION 502
CONTENTS
SUPP NO. SUBJECT
1 Classification Reinstatement
2 Graphitizing PMO
3 Maintenance Banding
4 Overtime Canvassing - Maintenance Outside, & Mechanical
5 Substitution of Rates - Plant 3
6 Miscellaneous Labor - Processing
7 25 Inch and 48 Inch Extrusion Press Incentive
8 Incentive System - Pitch Treater
9 Dupont Shift Agreement Sample
10 Cleaning Area Product Processor Incentive
11 Custom Crew Incentive Provisions - Xxxxxxx Graph
12 Universal Mill Operator Incentive
13 Longitudinal Graphitizing Crew Incentive Plan
14 Mechanical & Electrical Maintenance Overtime Agreement
15 48" Press Incentive Agreement
63
CLASSIFICATION REINSTATEMENT
SUPPLEMENT NO. 1
Any classifications or plants that are deleted from this contract, shall be
reinstated as in previous contract, if the job is reinstated during the life of
this agreement, and any wage increases will be applied to the classification.
The effective date of this supplement is June 3, 1996 through June 7, 1999.
64
GRAPHITIZING PMO
SUPPLEMENT NO. 2
1. This Supplement entered into in August of 1970, by the Company and the
Union is hereby extended for the duration of the present labor Agreement
existing between the parties. The effective dates of the Supplement are
June 3, 1996 through June 7, 1999.
2. To the extent necessary the provisions of the parties' present labor
Agreement are amended or expanded to provide the following.
3. Both parties recognize that it is impractical to install a standard hour
element system for the Process Material Operators in the Graphitizing
Department. Consequently, it is agreed to place in effect an incentive
system based on the following:
(a) The Average Monthly Incentive Earnings of all Xxxxxxx Graph Loading
and Unloading Crews.
(b) PMO Earnings = classified rate x % from table below:
One shift operation
10 furnaces = 100% of crew rate
9 furnaces = 90% of crew rate
8 furnaces or less = 80% of crew rate
The above table applies when the Graph is operating five days a week, one
shift and one PMO.
Two Shift operation
20 furnaces = 100% of crew rate
19 furnaces = 95% of crew rate
18 furnaces = 90% of crew rate
17 furnaces = 85% of crew rate
16 furnaces = 80% of crew rate
15 furnaces or less = 75% of crew rate
The above table applies when the Graph is operating five days a week, two
shifts and two PMO's.
Three Shift operation
30 furnaces = 100.0% of crew rate
29 furnaces = 96.7% of crew rate
28 furnaces = 93.3% of crew rate
27 furnaces = 90.0% of crew rate
26 furnaces = 86.7% of crew rate
25 furnaces = 83.4% of crew rate
24 furnaces or less = 80.0% of crew rate
The above table applies when the Graph is operating five days a week, three
shifts and three PMO's.
NOTE: If the maximum number of furnaces is exceeded during a month, the
number exceeded by will be added to the following month.
(c) When additional help on the shift is required, the helper shall not
receive any incentive.
65
(d) When an operator transfers out of the PMO classification he shall
continue to be paid at the incentive he earned as a PMO operator for
one month from the time he leaves the classification. The new
operator will begin to receive incentive earnings when the previous
operator's earnings terminate.
(e) Attached is a general list of operator duties. It should be noted
that these can be reduced or increased at any time Management so
desires. Cleaning of pits and unloading of trucks and railroad cars
shall not be part of the operator's incentive duties. These may be
performed by any miscellaneous man without affecting his earnings.
However, the miscellaneous man shall not be paid incentive for
performing these jobs.
Samples which must be taken:
(i) One composite on each round of 75/25 mix.
(ii) One weekly composite of sideblock cycle mix.
(iii) One sample of each round of regular pack when equipment is in
place, PMO will reject or accept on his own screen analysis.
(iv) One weekly sample of buckwheat, regular fines and custom
fines.
(f) Changes in method of payment, system, or the complete elimination of
this system shall be a management decision. However, the Union shall
be notified in advance.
Specification for 75/25 insulation mix is to have a silicon to carbon
ratio of 1.5 to 2.0. The formula is silicon/(carbon + 1/3*sawdust).
If the results fall below 1.1 or above 2.2, three months in a row,
there will a 7% penalty on the PMO earnings. If equipment failure is
the cause of a problem, the PMO should make sure both parties meet in
the first month that the problem occurs.
Example Crews Fce. Loaded 75/25 Result Earnings
------------ ----- ----------- -------------- ------------------
Jan. 3 27 1.445 90% of crew rate
Feb. 3 26 0.998 86.7% of crew rate
March 3 22 0.886 80% of crew rate
April 3 28 0.999 (-7%) 93.3% of crew rate
May 3 28 1.775 93.3% of crew rate
NOTE: If Management determines it will run without sand, cycle mix or
sawdust, those results will not be included for determining if there
is a penalty.
4. The following will apply effective June 3, 1996 and shall be in force
whenever the department is on continuous shift:
a. The Graphitizing PMO will be paid the same incentive percent as his
crew as long as they remain on continuous shifts.
NOTE:
i) The PMO will receive the one month in arrears incentive due.
ii) Any number of furnaces banked will be recorded.
b. It is understood that the PMO may assist Utility Operators (in such
instance these hours will go into the numerator and denominator at the
incentive formula).
66
c. When additional help on a shift is required, the helper shall not
receive any incentive.
i) When running a four shift (continuous) operation and the PMO is:
1. hauling crushed bake scrap from the KVS
or
2. loading XX xxxx into hoppers at Plant 3,
If additional help is required and authorized by the Graph
Supervisor, the additional help will receive incentive for those
hours in 1 & 2 above.
d. If the department come off continuous shift the present Supplement 2
shall apply.
NOTE: In this instance the furnaces previously banked shall be
reinstated.
5. This Supplement supersedes all other Supplements, written agreements or
oral understandings between the parties with reference to the subject
matter herein.
67
MAINTENANCE BANDING
SUPPLEMENT NO. 3
The repair of all banders from this date will be offered to the senior employee
in the Maintenance Department. Seniority will prevail. The employee is also to
repair nailguns, airdrills, port-a-xxxxxx, xxxx hammers, etc. The employee will
normally work day shift. The employee is to fall in line for overtime during
the week, Saturday and Sunday. The employee may also be called upon to perform
other duties deemed necessary by the Company.
This amendment is entered into on the 7th day of June, 1993 by the Company and
the Union and is hereby extended for the duration of the present Labor Agreement
existing between the parties. The effective dates of the Supplement are June 3,
1996 to June 7, 1999.
68
OVERTIME CANVASSING - MAINTENANCE OUTSIDE,
MECHANICAL
SUPPLEMENT NO. 4
The procedure for overtime canvassing in Maintenance as described above shall be
conducted as follows:
1. If work required is estimated to be one (1) hour or less duration, then
any qualified personnel may be assigned to perform the work without
resorting to call-in pay.
2. If the work estimate exceeds one (1) hour, then normal overtime canvassing
will be performed.
3. If the work required exceeds one (1) hour, then the low employee(s) on the
overtime list will be compensated at time and one-half (1-1/2) (if work
would have been covered by scheduled overtime) or two (2) times (if a
call-in would have been required) for the actual hours worked.
This amendment is entered into on the 7th day of June, 1993 by the Company and
the Union and is hereby extended for the duration of the present Labor Agreement
existing between the parties. The effective dates of the Supplement are June 3,
1996 to June 7, 1999.
69
SUBSTITUTION OF RATES - PLANT 3
SUPPLEMENT NO. 5
1. This Supplement entered into this 20th day of October, 1972, is for the
purpose of setting forth and continuing the past practice of substitution
of rates in Plant 3. The effective dates of this Supplement are June 3,
1996 through June 7, 1999.
2. To the extent necessary the provisions of Article 30 of the parties' labor
Agreement are amended or expanded to provide the following:
3 The past practice of substituting rates on incentive jobs in Departments 17
(Cleaning), 19 (Extrusion), 20 (Baking) and 49 (Banding) of Plant 3 will be
continued in the following manner.
4. For jobs not currently on incentive in these Departments, the Company will
immediately start a review to determine whether they can be placed on
incentive.
5. While the Company will make every effort possible to take time studies
establishing permanent rates and eliminating substitution, the parties to
this Supplement recognize that substitution may have to be resorted to in
the Departments listed in Section 3 above where A grades (for extrusion
only), short runs, mixed or partial decks or cleaning or banding
insufficient material to time study are involved.
6. Employees desiring a substituted rate must request such from Time Study
through their xxxxxxx. Final determination of the rate to be substituted
will be the responsibility of the Time Study Department.
7. A substituted rate will be on a one-time only basis, i.e., remain in effect
only for the duration of the particular job for which it was requested. If
an identical job repeats, a substitute rate must be requested again.
8. The Article 30 (Temporary Time Values) has not been considered applicable
to this practice and will not be so considered.
9. The parties agree and understand that substitution of rates is not to be
considered a factory-wide general practice. The scope of this Supplement
is limited to Departments and jobs set forth in Sections 3 and 5 above.
70
MISCELLANEOUS LABOR - PROCESSING
SUPPLEMENT NO. 6
1. This Supplement entered into on the 1st day of February, 1978, by the
Company and the Union is hereby extended for the duration of the present
labor Agreement existing between the parties. The effective dates of the
Supplement are June 3, 1996 through June 7, 1999
2. To the extent necessary the provisions of the parties' present labor
Agreement are amended or expanded to provide the following.
3. It is agreed by both parties that all premium jobs will be offered to
miscellaneous laborers in accordance with their seniority.
4. The xxxxxxx shall give the employee, in line of seniority, the jobs
available at the start of the shift and the number of days on each job when
possible.
5. An employee may refuse a premium job, but, when he refuses, he shall be
deprived of all incentive jobs for that day.
6. If the job is refused down the line of seniority, the junior qualified
employee must accept the job assignment.
7. When the list of miscellaneous employees has been exhausted and additional
premium jobs occur, canvassing will revert to the senior miscellaneous
employee not assigned to a premium job at that time consistent with #5 and
#6 above.
8. An employee filing in long term will immediately be credited with average
overtime hours. An employee filling in day-to-day will be credited with
average overtime hours after fourteen (14) calendar days.
9. This Supplement supersedes all other Supplements, written agreements or
oral understandings between the parties with reference to the subject
matter herein.
71
25 INCH AND 48 INCH EXTRUSION PRESS INCENTIVE
SUPPLEMENT NO. 7
1. This Supplemental Agreement is entered into on this 22nd day of April,
1981, between Airco Carbon, A Division of Airco, Inc., with respect to that
portion of its manufacturing facilities located in St. Marys, Pennsylvania,
and the International Union of Electrical, Radio, Machine and Furniture
Workers, AFL-CIO and its Local Union 502. The effective dates of this
supplement are June 3, 1996 through June 7, 1999.
(a) The capacity (or Choke point) of the system will be determined for
each size, and/or Grade if applicable, that is extruded on the 25 Inch
Press or the 48 Inch Press.
(b) The rate will be established so that when production reaches a rate
which is 95% of the capacity of the press system the crew members can
earn 150% of their base rate. This Agreement, does not apply to the
Inside Mill Operator and Mill Payloader Operator.
(c) In case of equipment failure or breakdown the above mentioned level of
earnings will not apply.
(d) "Down Time" such as clean up, lunch time, die changes, equipment
failure, etc., will be paid at the appropriate classified rate,
unless covered in other agreements. Shower time will be paid
according to the present agreements (regular policy for the 25 Inch
Press and "Hands On-Hands Off" policy on the 48 Inch Press).
(e) Should there be any changes affecting these presses, such as new or
changed equipment, changes in formulation, or changes in mix size
which affect the capacity (or Choke point), the new capacity will be
determined and a new rate established using the 95% of capacity equals
150% earnings relationships.
(f) Should the extrusion press revert back to "Bulk Pitch" this agreement
will be void and the existing methods of determining earnings will
apply.
(g) Present methods of paying for scrap pieces, or mixes, will apply.
(h) Rate changes for these two (2) presses will be made according to the
provisions of Article 28 of the present Labor Agreement.
(i) If a change is made in the operation of a press, such as going on
continuous shift or going off continuous shift then the shower time
allowance will be changed if warranted. The shower time will be paid
according to the applicable policy (Regular or "Hands On-Hands Off").
2. This Supplement supersedes all other Supplements, written agreements or
oral understandings between the parties with reference to the subject
matter.
72
INCENTIVE SYSTEM - PITCH TREATER
SUPPLEMENT NO. 8
1. This Supplement entered into on the 9th day of February, 1973, by the
Company and the Union is hereby extended for the duration of the present
labor Agreement existing between the parties. The effective dates of the
Supplement are June 3, 1996 through June 7, 1999.
2. To the extent necessary the provisions of the parties' present labor
Agreement are amended or expanded to provide the following:
3. Both parties recognize that it is impractical to install a standard hour
element system at the Pitch Treater. Consequently, it is agreed to place
in effect an incentive system based on the following:
(a) Baskets unloaded per day.
(b) Pounds unloaded per day.
(c) Crew size.
Example
-------
Four man crew/2 sides - 12 baskets/day unloaded
Three man crew/2 sides - 8.16 baskets/day unloaded
Five man crew/3 sides - 16.70 baskets/day unloaded
4. The average weight/basket will be recalculated at the beginning of each
month using the previous month production figures. Any change in cycle
time, or any other change in loading-unloading procedures, or basket size
would warrant a recalculation of the rate.
5. For other information concerning methods of payment, "Down-Time," "Blue-
Dot" material, etc., refer to agreements dated 2/9/73 and 8/12/80 and all
pertinent information associated with these agreements.
6. Unique to the Pitch Treater incentive system, the base incentive rate will
be equivalent to the classified rate.
7. The Supplement became effective on March 5, 1973, and will remain in effect
until the expiration of the present Contract. Thereafter, upon the
expiration of the Labor Agreement, either party may reopen the Supplement
for the purposes of amendment or termination. In the event that the
Supplement is not reopened, it will automatically renew itself and remain
in effect through the expiration date of the then existing Labor Agreement.
8. This Supplement supersedes all other Supplements, written agreements or
oral understandings between the parties with reference to the subject
matter herein.
73
DUPONT SHIFT
SUPPLEMENT NO. 9
This Supplemental Agreement, dated , is between The Carbide/Graphite
-------------
Group, Inc. (hereinafter referred to as the "Company") and the International
Union of Electrical, Technical, Salaried, Machine and Furniture Workers, AFL-CIO
Local Union 502 (hereinafter referred to as the "Union").
Objective. This Supplemental Agreement is entered into in order to temporarily
modify certain terms and conditions of the Agreement between the parties
dated , to permit adoption of the so-called 12-Hour Schedule for a
-------------
temporary period and involving only certain employees of the
.
------------------------
Duration. This Supplemental Agreement shall be in effect from to and
-----------
including , except that either party may give written notice to the
-----------
other to terminate the Supplement Agreement. To become effective such
termination notice must be received two weeks preceding the Monday when it is
desired to terminate the Supplemental Agreement and revert fully to the terms of
the basic Agreement.
The basic Agreement is modified for the purposes of this experiment as follows:
ARTICLE 4 - Hours
-----------------
Section 4. "12-hour shift schedule" as used in this Agreement shall be
jobs that normally require work of three 12-hour or four 12-hour days a
week.
ARTICLE 7 - Rest Periods
------------------------
Participating employees will be granted rest periods totaling 30 minutes
for each 12-hour shift, wherever practical during such periods.
ARTICLE 8 - Overtime and Night Bonus
------------------------------------
Section 5. Participating employees upon completing a full 12-hour shift
and obliged to work overtime for a period of four (4) hours may take a
30-minute lunch period for which he will be paid.
ARTICLE 9 - Holidays
--------------------
Section 10. Participating employees will not have the option of taking
another day off without pay.
ARTICLE 15 - Vacations
----------------------
It is agreed for the purpose of this Agreement that a day's vacation (12
hours) will be counted as a day and one-half towards his/her allotted time.
ARTICLE 32 -Funeral Leave
-------------------------
Section 1. Participating employees when excused shall be paid an allowance
not to exceed 24 hours at the classified rate of pay he/she is scheduled
to work.
ARTICLE 40 - Wages
------------------
"12-Hour Shift Wage Schedule". A reduction factor will be applied to the
base rate of a classification.
74
Scope of the Supplemental Agreement. It is understood and agreed that no
-----------------------------------
obligation exists on either party to continue either temporarily or permanently
the 12-hour shift schedule beyond the period set forth in this Supplemental
Agreement, or to utilize a similar schedule with other groups of bargaining unit
employees.
The above represents the general overview of a Dupont schedule agreement which
replaces a normal 8-hour continuous shift schedule. Specific agreements within
a plant, department, or classification will be posted in that area under glass.
75
CLEANING AREA PRODUCT PROCESSOR INCENTIVE
SUPPLEMENT NO. 10
A. This supplement entered into on the 3rd day of June, 1991 by the Company
and the Union is hereby extended for the duration of the present labor
agreement existing between the parties.
Effective 6/3/91 the Product Processor (Job #640 in the Wheelabrator
Department, #17 only) will be paid on an incentive system when required to
identify material by virtue of physical identification, utilizing an
electric grinder with a Carborundum wheel, drill or other techniques.
The physical identification operation is to be performed as the material
exits the cleaning machine and the Product Processor's incentive earnings
will be calculated by multiplying the base rate of Job #640 by the earned
percentage of the Wheelabrator operator (Job #726) for the cleaning
operation.
This policy is valid only when the physical identification is being
performed as previously stated and it is to be understood that any changes
to methods, tools or physical identification requirements will void this
agreement, subject to review by the Company for an amended policy.
B. Effective 3/13/95 the Product Processor (Job #640 in the Wheelabrator
Department, #17 only) will be paid on an incentive system whenever the
Central Cleaning Crew (Wheelabrator Operator, Job #726 and Wheelabrator
Helper, Job #727) is on incentive.
The Product Processor's incentive earnings will be calculated by
multiplying the base rate of Job #640 by one half (fiftypercent) of the
earned percentage of the Wheelabrator operator (Job #726) for the cleaning
operation.
It is agreed by the Union that this supplement will not be considered as a
basis for incentive pay for Product Processors in other plants.
This supplement entered into on the 13th day of March, 1995 by the Company
and the Union is hereby extended for the duration of the present labor
agreement existing between the parties. The effective dates of this
Supplement are June 3, 1996 to June 7, 1999.
76
CUSTOM CREW INCENTIVE PROVISIONS - XXXXXXX GRAPH
SUPPLEMENT NO. 11
1. (a) The Company will provide an incentive program for Job #722, Custom
Furnace Loaders and Unloaders, based on the following:
60 earned hours to load a LLB furnace
60 earned hours to unload a LLB furnace
40 earned hours to load a coke furnace
40 earned hours to unload a coke furnace
60 earned hours to load a Xxxxxxxx furnace
40 earned hours to unload a Xxxxxxxx furnace
(b) Effective 5/26/92, Substrate Furances are added to Job #722.
60 earned hours to load a Substrate furnace
40 earned hours to unload a Substrate furnace
2. On a daily basis the percent of completed furnace will be determined by
xxxxxxx and crew to the nearest 5%. Completed furnace is 100%.
Examples
Total %
People Hrs. Hrs. Job Done Earnings
------- --- ----- --- ---- --------
A 2 7.42 14.84 Load LLB 30% .30 x 60 = 1.21
--------
14.84
B 2 7.42 18.65 Unload Xxxxxxxx 40% .40 x 40 = .86
--------
3.83 18.65
No Incentive
C 2 9.42 18.84 Load Coke 70% .70 x 40 = 1.49
--------
18.84
3. From the date of this agreement until November 6, 1991 this program may be
revoked by the Company.
4. Article 30, "Temporary Time Values" does not apply to this agreement. The
Company reserves the right to time study the operation at any time in the
future. The Company will continue to pay by this scale until it completes
time studies for each section.
5. The Craneman (Job No. 706) will be paid the rate of the custom crew for the
hours he spends in the crane loading, unloading or setting the custom crew
up.
6. Removing pallets from furnace is not part of the custom crews job.
7. This Supplement was entered into agreement on July 24, 1991. The effective
dates of this supplement are June 3, 1996 through June 7, 1999.
77
UNIVERSAL MILL OPERATOR INCENTIVE
SUPPLEMENT NO. 12
1. This Supplement entered into on the 1st day of April, 1987, by the Company
and the Union is hereby extended for the duration of the present labor
Agreement existing between the parties. The effective dates of this
supplement are June 3, 1996 through June 7, 1999.
2. To the extent necessary the provisions of the parties' present labor
Agreement are amended or expanded to provide the following.
3. The Company and Union mutually agree that the continuous shift universal
mill operator who supplies materials to the presses will be paid incentive
as follows:.
(a) If two or more presses are operating, the payment will be the average
incentive produced by those presses; total hours earned on all
presses divided by number of presses in operation.
(b) If the 48" press only is operating, the payment will be the incentive
rate produced on that press.
(c) If the 25" press only is operating, the payment will be the incentive
rate produced on that press.
(d) If the 14" press only is operating, the payment will be as follows:
14" Press Incentive Mill Incentive
Less than 100% No Incentive
100% - 109% 103%
110% - 119% 106%
120% - l29% 109%
130% - l39% 112%
140% - 149% 115%
150% - 159% 118%
160% or greater 121%
(e) When the 14" press is not running but the outside mill is running,
(Example: milling graphite for Plant I) no incentive will be paid.
4. This Supplement supersedes all other Supplements, written agreements or
oral understandings between the parties with reference to the subject
matter herein.
78
LONGITUDINAL GRAPHITIZING
CREW INCENTIVE PLAN
SUPPLEMENT NO. 13 EXTENSION
It is agreed and understood by the parties that the conditions set forth in the
Supplemental Agreement for the Longitudinal Graph, dated November 24, 1980, be
extended through June 7, 1999.
Multiple time studies to determine permanent rates were begun in June, 1981. As
permanent rates for individual operations are set, they will replace temporary
standards presently being used.
Although a Saw Operator job was established, Utility Operators will continue to
be utilized to operate the saw if the need arises.
79
MECHANICAL AND ELECTRICAL
MAINTENANCE OVERTIME AGREEMENT
SUPPLEMENT NO. 14
OVERTIME WILL BE CANVASSED AS FOLLOWS
-------------------------------------
1. Offered to the employee on the job for the first day only.
2. Offered to the low person on the shift overtime occurs by shift.
3. Weekend and Holiday overtime will be offered to low person in the
department.
4. All work assignments on Sunday will be canvassed from low person on Sunday
list.
5. In the event of a force, low person on shift available for canvassing.
6. If employee has boxed vacation, he cannot be asked or forced.
OVERTIME IS CHARGED
1. If employee works overtime.
2. If employee refuses overtime.
3. Overtime will be charged for only the overtime hours that he is canvassed,
worked, or refused.
OVERTIME IS NOT CHARGED
1. If employee is not available on the day of canvassing.
2. If employee is on vacation or has weekend boxed.
3. Overtime canvassing will be performed to satisfy contract Article 8.
4. Overtime is calculated on a weekly basis.
80
48" PRESS
INCENTIVE AGREEMENT
SUPPLEMENT NO. 15
1. This plan is applicable to 14" diameter and larger electrodes, and Grade
876 mold stock utilizing six mixers. It will also apply to these products
if one or two mixers are inoperable. The number of mixes required will be
reduced by 1/6 or 2/6, respectively. Additional grades and/or sizes may be
included in the plan by mutual agreement of the Company and the Union.
2. The full 12-hour shift incentive opportunity will be as follows:
a. 140-143 mixes will earn 155% as the base condition.
b. 144 mixes will earn 157%.
c. Each mix above 144 will increase earnings by 4%.
d. Each mix below 140 will reduce earning by 1%.
e. The mix loader will be provided an extra 10 minute relief.
The base mix requirement will be reduced appropriately for shifts in which
die changes and breakdowns occur.
3. Die changes will earn 155% if performed within the standard time, where
standards exist.
4. Downtime periods for breakdowns begin with the end of the last piece pushed
and end when the first mix begins dumping from the cooler after the
interruption. The downtime period for mold stock sizes and grades not
included in this plan will end with the restart of the weighout.
5. If manual scribing is required because the scribing machine is inoperable,
a person will be assigned to help scribe 14" and 16" electrodes. If the
machine is operable but is incapable for keeping up with press output, in
the judgment of management, an extra scribing person will be assigned.
6. If the mill cannot supply sufficient materials for weighout, as determined
by management, a rate of 155% will be paid during the period of deficiency.
If the mixing cycle time is increased so 140 mixes cannot be achieved, the
155% rate applies.
7. This plan applies to the extrusion of pit scrap in the above stated
electrode sizes and any mold stock sizes mutually agreed to by the Company
and the Union.
8. Incorrect mixes caused by actions of the crew will be excluded from the
incentive earnings calculation. Examples are a weightout mistake or a mix
loader incorrectly matching mix hoppers.
9. The objective of this plan is to maximize the productivity of the 48" press
without sacrificing quality.
81
