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EXHIBIT 10.13
LABOR AGREEMENT AND WAGE SCALE 2
ARTICLE 1 TERMS OF AGREEMENT 2
ARTICLE 2 GENERAL PURPOSES OF AGREEMENT 3
ARTICLE 3 RECOGNITION 3
ARTICLE 4 UNION MEMBERSHIP 3
ARTICLE 5 STRIKES AND LOCKOUTS 4
ARTICLE 6 NON-DISCRIMINATION 4
ARTICLE 7 ADJUSTMENT OF GRIEVANCES 4
ARTICLE 8 SENIORITY 6
ARTICLE 9 LAYOFF AND RECALL 8
ARTICLE 10 JOB ALLOCATION 9
ARTICLE 11 HOURS AND SCHEDULING 14
ARTICLE 12 TIME KEEPING 16
ARTICLE 13 CHEMICAL ABUSE 17
ARTICLE 14 WAGES 19
ARTICLE 15 CALL TIME AND REPORTING TIME 24
ARTICLE 16 OVERTIME AND PREMIUM PAY 24
ARTICLE 17 OUTSIDE CONTRACTORS 27
ARTICLE 18 FUNERAL LEAVE 27
ARTICLE 19 ABSENCE 28
ARTICLE 20 JURY DUTY 29
ARTICLE 21 HOLIDAYS 30
ARTICLE 22 VACATIONS 31
ARTICLE 23 INSURANCE 33
ARTICLE 24 PENSION PLAN 36
ARTICLE 25 END OF THE YEAR BONUS 38
ARTICLE 26 BULLETIN BOARDS 38
ARTICLE 27 SERVICE AND SAVINGS CLAUSE 38
ARTICLE 28 TOOL REPLACEMENT 38
ARTICLE 29 EDUCATIONAL EXPENSES 38
ARTICLE 30 SAFETY EQUIPMENT 39
ARTICLE 31 CENTRAL MAINTENANCE FLEXIBILITY 39
ARTICLE 32 JOINTNESS AGREEMENT 40
ARTICLE 33 COMPANY AFFAIRS AND PROCESSES 41
EXHIBIT A SAFETY RULES 43
EXHIBIT B PLANT AND COMPANY RULES 45
EXHIBIT C RATE SCHEDULE 47
EXHIBIT D INSURANCE SUMMARY 49
EXHIBIT E VACANCY PROGRESSION 51
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LABOR AGREEMENT AND WAGE SCALE
Articles of Labor Agreement by and between Xxxx & Xxxxxx, Wis., Inc., Eau
Claire, Wisconsin (hereinafter referred to as the Company), and the United
Paperworkers International Union and its affiliated Local No. 42, (hereinafter
referred to as the Union).
WITNESSETH
Article 1
TERMS OF AGREEMENT
1.1 Change or modification of Agreement.
1.101 This agreement will be in effect April 1, 1997, and will remain in
effect until March 31, 2000, inclusive, and from year to year
thereafter, unless terminated in accordance with the provisions of
Paragraph 1.2 below.
1.102 If either party will desire to change any provision of this Agreement,
it will give written notice of such desire to the other party at least
sixty (60) days in advance of any anniversary date.
1.103 The giving of notice provided in Paragraph 1.102. above will constitute
an obligation upon both parties to negotiate in good faith all
questions at issue, with the intent of reaching written agreement prior
to the anniversary date.
1.104 If the parties have not reached agreement on or before the anniversary
date, all the provisions of the agreement will remain in effect unless
specifically terminated in accordance with the provisions 1.2.
below.
1.105 In the event the new Agreement is consummated after March 31, 2000, all
provisions of said Agreement will be made retroactive to April 1
provided the Union has requested the conference sixty (60) days prior
to March 31, for the purpose of negotiating the changes or
modifications of this Agreement.
1.106 This Agreement is all inclusive. All prior side agreements and
practices are null and void unless incorporated into this Agreement.
Side agreements during the term of this contract must be mutually
agreed to and signed by the parties to this Agreement.
1.2 Termination of Agreement:
1.201 At any time after the anniversary date, if no agreement on the
questions at issue has been reached, either party may give written
notice to the other party of intent to terminate the Agreement in no
less than 10 days. All the provisions of the Agreement will remain in
full force and effect until the time set forth has elapsed. During this
period, attempts to reach an agreement will be continued.
1.202 If the parties have failed to resolve their differences before the time
set forth has elapsed, all obligations under this agreement are
automatically canceled.
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Article 2
GENERAL PURPOSES OF AGREEMENT
2.101 The intent and purpose of this agreement is to provide and promote
harmonious relationship and cooperation between the company and the
Union, under methods which will provide for the following:
2.1011 Economic welfare of the Company and its employees;
2.1012 Safety and health of their employees;
2.1013 Quality and quantity of output;
2.1014 Economy of operation and reduction of waste;
2.1015 Cleanliness of plant and protection of property.
2.102 It is recognized by the parties of this agreement that it is the duty
of the Company and the employees to cooperate fully, individually and
collectively for the advancement of said conditions. As part of this
cooperation, the Company agrees to notify the Union of any sale or
shutdown of the operation as soon as the Company is aware of the
situation.
2.103 The Company will provide safe and healthful working conditions for its
employees which comply with or exceed any standards provided in
federal, state, and local laws. It is the responsibility of the Company
and the Union to insure that employees comply with the health and
safety rules and procedures herein. This provision is not to be
construed as a basis of liability of the Union to any employees in the
event of illness or injury.
Article 3
RECOGNITION
3.101 The Company agrees to recognize the United Paperworkers International
Union and its affiliated Local No 42 as the sole and exclusive
collective bargaining agency governing wages, hours and working
conditions for all production and maintenance employees including paper
and pulp testers. Employees exempt from this Agreement will include
supervisors, office employees, technical staff and watchmen.
Article 4
UNION MEMBERSHIP
4.101 It is agreed that all employees covered by this Agreement will, as a
condition of employment, become a member of the Signatory Union, after
working thirty-one (31) days from their respective dates of employment,
or the effective date of the signing of this Agreement or after
employee is accepted by the Company as a regular employee, whichever is
later.
4.102 It is also agreed that each vacation replacement, after working
thirty-one (31) days, will be required to join the Union.
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4.103 The Company agrees upon demand by the Union, to dismiss all employees
who fail to become members or maintain membership in the Union.
Article 5
STRIKES AND LOCKOUTS
5.101 There will be no authorized strikes or lockouts during the term of this
Agreement. In the event of an unauthorized strike, the United
Paperworkers International Union and its affiliated Local No. 42 will
order the immediate return of the strikers to work.
Article 6
NON-DISCRIMINATION
6.101 The Company and Union agree there will be no discrimination against any
employee or applicant because of race, creed, sex, age, national
origin, handicap, or veteran status.
6.102 The Company and the Union agree that all forms of sexual harassment
will not be tolerated, and upon knowledge of any incident, the company
will take immediate disciplinary action.
6.103 The use of the male gender in certain clauses of this Agreement is done
for convenience purposes and does not imply any preference of male to
female employees.
6.104 The Company and Union agree to comply with the intent and requirements
of the Americans with Disabilities Act.
Article 7
ADJUSTMENT OF GRIEVANCES
7.1 Adjustment Committee
7.101 The Local Union will elect or appoint a standing Adjustment Committee
which will present any complaints that may arise concerning the
administration of this Agreement to the appointed representative or
representatives of the Company. This Adjustment Committee will
represent the Local Union as the bargaining agency. The names on this
committee will be filed with the Company.
On ratification, the Company will pay for up to five members of the
Union's Adjustment Committee and/or stewards attending grievance
meetings.
7.2 Grievance Procedure
7.201 In the event an employee has a grievance, he will, with the department
xxxxxxx, refer the grievance verbally to his supervisor within 48 hours
after the alleged violation becomes known.
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7.202 In the event the supervisor and grieved employee cannot settle the
grievance, a Union official or the aggrieved employee will, within 24
hours, file a Step 2 grievance at the Human Resources Office, who will
forward copies to the Chief Xxxxxxx and the Area Manager. The Step 2
meeting will be scheduled within 48 hours of receipt in the Human
Resources Office. The answer will be given within 72 hours of the
meeting.
7.203 Should settlement still be unsatisfactory, within 24 hours the
grievance will be submitted to Step 3 and the parties will meet
together with the International Representative and the Resident Manager
for final determination within 10 days. A written answer will be given
within 72 hours of the meeting.
7.204 If not settled at the prior step, it will be referred to arbitration
within 21 days. The Federal Mediation and Conciliation Service will be
used and the party seeking arbitration will submit a written request
for a panel of seven qualified arbitrators.
7.2041 The Company and Union will each strike alternate names from
the panel and the remaining arbitrator will then be requested
to be assigned to the matter at the earliest possible date.
7.2042 The arbitrator's decision will be binding but he may not
change or add to the language of the Labor Agreement. Wages
are not subject to arbitration, wage adjustment requests will
automatically be submitted at the third step.
7.2043 The cost of the Arbitrator's fees and expenses will be shared
equally by the Union and the Company.
7.205 Time limits may be altered by mutual agreement between Company and
Union, but all time limits exclude Saturday, Sunday and Holidays.
7.206 In the event an employee has a record clear of violation for one year,
prior violations will not be used in future grievances or disciplinary
action.
7.207 Adjustments such as changing of hourly rates, hours of work working
conditions and matters of like nature affecting this Agreement will
meet the approval of all parties to this Agreement to be executed.
7.3 Union Committeemen and/or Stewards
7.301 All Union committeemen and/or stewards are subject to all of the plant
rules and regulations regarding conduct of employees on the premises of
the Company. It is understood and agreed by the parties hereto that
each will cooperate with the other in reducing to a minimum the actual
time spent by the committeemen and/or stewards in investigating,
presenting and adjusting grievances or disputes or other problems
related to the Agreement. Officers and stewards will notify their
supervisor before leaving the job to attend Union business.
7.302 The Company will pay the straight-time posted job rate for time lost
from scheduled work by the grievant for attendance at joint meetings to
discuss the grievance.
7.303 The Company will pay Adjustment Committee members for time spent in
joint meetings to discuss Union/Management business. The rate paid will
be the committee member's posted job rate, with all hours at straight
time.
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Article 8
SENIORITY
8.1 Company Seniority
8.101 All new employees will serve a probationary period of 30 days worked
and will not accrue seniority during that period. The Company may
request a 30 calendar day extension of the probationary period. During
the probationary period, the Company may at its option, layoff or
dismiss said probationary employees. Upon becoming a regular employee,
seniority will be credited from date of hire. The company is to provide
the Union with a list of new employees and department worked in each
month.
8.102 Millwide seniority will be established as of the date that the employee
was last hired by the Company. Employees starting work on the same day
will be ranked by means of a blind drawing with designated
representatives from the Company and the Union present. The first name
drawn will be the most senior and so on.
8.103 A new employee will mean a person with no previous employment with the
Company or a person rehired after a discharge or voluntary separation,
or a person who has been terminated under Paragraph 8.4 and its
inclusions.
8.104 New employees hired after July 15, 1982, will be assigned to a labor
pool and will be utilized for temporary fill-ins at the Company's
discretion until they begin their first posted job in a structure
8.2 Department Consolidation
8.201 All current departments will be consolidated into three departments.
Seniority in the new departments will be based on mill seniority at the
time of implementation.
8.2011 The Paper Converting Department will consist of the existing ppd,
printing, central stores, receiving, shipping and lab structures.
8.2012 The Paper Mill Department will consist of the existing paper machines,
stock prep, sanitation, yard and steam plant structures.
8.2013 For the life of this agreement, no employee holding a posted job in the
Paper Converting or Paper Mill Departments at the time of ratification
will be permanently displaced from the workforce due to application of
this agreement except through departmental attrition.
8.2014 The Central Maintenance Department will be a separate department. The
oilers will be placed in Central Maintenance. Those employees holding
posted jobs within Central Maintenance will be exempt from seniority
based bumps. Central Maintenance employees may bump using millwide
seniority within the Central Maintenance groups of mechanical trade or
electrical/ instrumentation depending on the location of their primary
craft, but not in other departments. Sufficient slots for six (6)
displaced Central Maintenance employees will be made available. They
will be slotted into one of the crafts by seniority. The displaced
individual must be a journeyman or pass a Maintenance Aptitude test in
order to return to central maintenance. and enter an apprentice program
(selection based on Company needs and employee desires). Their wages
will be frozen until exceeded by the appropriate apprentice/journeyman
rate. Central Maintenance employees may sign for a relief or posted job
outside their department, however this relinquishes all current and
future rights to Central Maintenance. Central Maintenance employees, if
they have physical, mental or medical condition (s) that would prevent
them from
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doing their duties would be discussed with the Maintenance Review Board
and they could be allowed to go into the Labor Pool.
8.2015 In the event of a temporary reduction in force (defined as temporary
machine or line curtailment), the employee whose position is curtailed
may within 7 calendar days bump into open jobs or posted jobs held by
any less senior employee in the structure. If there are no less senior
employees in the structure, the employee may bump into open jobs or
posted jobs held by the least senior employee within their department.
If there are no less senior employees in the department, the employee
may bump into open jobs or posted jobs held by the least senior
employee in any other department other than Central Maintenance. In the
event a temporary curtailment lasts 90 consecutive calendar days, this
will become the bumping employee's permanent posted job. Prior to 90
calendar days, unless the employee has posted and received another
position, the employee will be required to return to their posted job
and all affected employees must return to their posted jobs. In the
event an employee posts and receives another position within the 90
days, the employee bumped from the job will return to it. Displaced
employees who fail to bump and go to the Labor Pool will lose their
posting and be classed as Labor Pool employees after 90 calendar days.
8.2016 In the event of a permanent reduction in force, the employee whose
position is eliminated may within 7 calendar days bump into open jobs
or posted jobs held by any less senior employee in the structure. If
there are no less senior employees in the structure, the employee may
bump into open jobs or posted jobs held by the least senior employee
within their department. If there are no less senior employees in the
department, the employee may bump into open jobs or posted jobs held by
the least senior employee in any other department other than Central
Maintenance. If there are no less senior employees in the other
department, the employee will be placed in the Labor Pool and be
classes as a Labor Pool employee.
8.2017 Any employee exercising millwide seniority rights will be trained for
the designated training period to perform the work of the assigned job.
If, during the break-in period (or, if the break-in period is waived, 7
days), the employee awarded the job decides to relinquish his right to
the job, the employee bumped from the job will return to it. If this
was a posting rather than a bump, then the next senior employee to sign
the posting will be considered. Names of unsuccessful bidders on any
posting will be void after 90 calendar days. The 90-day period begins
on the day that the first bidder on that posting begins on the job
after training is completed. If, in the judgment of the Company, after
receiving input from employees and the Union, the employee is unable to
acceptably perform the duties of the new job within the first 30
working days after assuming the job, that employee may be relieved of
that job and put back to their previous position.
8.2018 There will be one Labor Pool. Employees who end up in the Labor Pool
will be at the schedulers discretion (training, fill-in or laid off,
possibly out of turn). The intent of this language is to keep the
senior employee working whenever possible.
8.2019 Future vacancies will be filled through postings by employees from
within the structure on the basis of millwide seniority. If a position
is not filled within the structure, the position will then be offered
millwide and filled on the basis of mill seniority. In the event there
are no applicants, the least senior employee in the labor pool will be
assigned to the posted position. The parties agree on or about January
1, 1999, to determine if Labor Pool movement is occurring. If not, the
parties agree to negotiate an alternative resolution to the problem.
8.3 Paper Machine Seniority
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8.301 For Machine Tender -- Starting date as Back Tender is used; For Back
Tender -- Starting date as Third Hand is used; For Third Hand --
Starting date on Paper Machine is used. Personnel signing on the Paper
Machines after July 15, 1974 must agree to job progression.
8.4 Loss of Seniority
8.401 Seniority will be lost by any one of the following specified acts:
8.4011 When an employee voluntarily quits work.
8.4012 A proper discharge.
8.4013 After having been laid off the employee does not report for
work within one week after written notice is mailed to the
employee at the address on the Company's records and the
Bargaining Committee will have been notified of such a fact.
8.5 Voluntary layoffs
8.501 Will be granted under the following conditions:
8.5011 The employee has no unscheduled vacations; and, if granted,
vacations cannot be canceled or rescheduled; and, pool
vacations are not at a maximum; and, there is a qualified
employee available to perform the job being vacated; or,
8.5012 The employee on a crew scheduled on machine curtailment and is
not scheduled to take vacation during the machine curtailment.
8.6 The voluntary layoff will be for a minimum of two (2) weeks, and
extended in one (1) week increments. Personnel on voluntary layoff must
follow the procedures in paragraph 8.7 and, if at any time during the
voluntary layoff, the entire workforce is recalled, any employees on
voluntary layoff will also be returned to work.
8.7 Employees on layoff status are required to contact the Human Resources
Office by 3:00 p.m. Friday of each week to determine their work status
for the following week's schedule. If work becomes available after this
time, it will be the company's responsibility to contact the employee
for return to work. Unemployment compensation benefits for any employee
on involuntary layoff, meeting the above requirement, will not be
challenged.
Article 9
LAYOFF AND RECALL
9.1 Recall from Temporary Layoff
9.101 Recall from temporary layoff will be by millwide seniority, with the
employee on the layoff list having the most millwide seniority being
recalled first, and so on down the layoff list.
9.102 When filling vacancies that occur during the week the company will
attempt to fill the vacancy using the most senior laid off employee
from the Labor Pool. Where lengthy training for the position is needed,
the position will be filled with most senior person capable of doing
the job.
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9.1021 Attempts will be made to contact the most senior person
capable of doing the job up until 1:00 p.m. on the business
day prior to the start of the job. If this person cannot be
contacted by this time, the Company will attempt, in seniority
order, to contact others capable of doing the job until the
job is filled. All hours relating to that position will then
be filled by the first person successfully contacted who is
capable of performing the work.
9.1022 Documentation will be kept for all attempts at filling these
positions. The Company is obligated to report these attempts
to the Unemployment Compensation Office where they will
determine eligibility based on employee and Company
information provided.
Article 10
JOB ALLOCATION
10.1 Filling Permanent Vacancies
10.101 Whenever a vacancy in a job covered by this Agreement arises as a
result of attrition, promotion, transfer, or new jobs, the company will
post a notice of the vacancy on the bulletin board in the structure for
a period of seven (7) calendar days and will furnish the union copies.
Preference for filling all such vacancies will be given to senior
qualified employees covered by this Agreement. The physical condition
of the employee to perform the tasks of the job will be considered
before allowing the employee to take the job. If not filled from within
the structure then the vacancy will be posted millwide. This posting
will be outside the Human Resources Office. The company will notify the
Union of any changes that are made in the language of the job.
10.102 Any employee(s) interested in filling the vacancy must sign the posting
during the posting period.
10.1021 When an employee is not working for an approved reason during the
posting period, he will be able to bid for the job immediately upon his
return to work, or by phone, or by someone else in his name, if this is
done before the vacancy has been permanently filled by someone else.
10.103 If, in the judgment of the Company, the employee is unable to
acceptably perform the duties of the new job within the first 30
working days after assuming the job, that employee may be relieved of
that job and returned to his previous position.
10.104 An employee signing for and eligible to receive more than one job, must
indicate which posting right he wishes to exercise. Once this choice is
made, that employee will not be eligible to exercise rights on the
other posting (s).
10.1041 If an employee signs multiple postings and is awarded a job, but was
prevented from getting another job because of his seniority, his name
will remain active on that posting for as long as he is in the break-in
period. In the event the more senior employee (s) fail to get the job,
he may, in that case, exercise his seniority for that job.
10.105 An employee will be limited to two (2) successful bids on jobs during
any twelve (12) month period. Additional bids may be made providing
they involve a monetary gain or involuntary
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removal from a job. A successful bid is defined as being awarded and
actually beginning to work in the job.
10.106 For employees signing on the Paper Machines after July 15, 1974, when a
vacancy occurs on a job falling within the Paper Machine progression,
the job will be posted for bidding by employees occupying the same or
higher classification on the Paper Machines; if it is not filled by
this job posting procedure it will be filled as follows:
10.1061 The senior employee occupying the job which would progress to
the vacant job will be required to move to that new job.
10.1062 This move will be made regardless of which Paper Machine the
vacancy occurs on.
10.1063 It is also understood that a Machine Tender electing to move
to Back Tender on another Paper Machine does so without loss
of Machine Tender seniority for this instance only.
10.107 Any employee who gives up a job must remain on the job until he can be
replaced by a qualified employee.
10.108 A progress review committee consisting of the trainer, the committee
person from the area, the manager in charge of training for the area
and the superintendent will meet, when necessary, to review the
progress of the trainee and resolve any problems that may be hindering
the training. The trainee will also attend this meeting.
10.2 Filling Temporary Vacancies
10.201 Any temporary vacancies within a progression will be filled by the
employee occupying the job which would normally progress to that
vacancy as described in Exhibit E. On the Paper Machines, this
temporary movement to the next higher job is voluntary for employees
signing on the machines prior to July 15, 1974. No crossing of
machine/system or shifts will be permitted in these instances without
written permission of the department superintendent.
10.202 The temporary opening in the bottom position in a progression or in a
non-progression job will be filled by the most senior qualified person
from the Labor Pool.
10.2021 If the permanent job of an individual employee is temporarily
filled for the entire scheduling period (Monday through
Sunday), the employee temporarily filling that job will assume
the days off of that job during that scheduling period.
10.203 Employees holding posted jobs in the Material Support System will have
the option of electing to move into one of the Paper Products systems
on a temporary fill-in basis on his or her shift. The employee may
select only one of the systems:
BRT System
HHT System
Napkin System
Facial System
Once an employee makes a selection, s/he will be used as needed for
temporary fill-in before any Labor Pool people on that shift and must
move into that system when needed.
10.204 Posted schedule changes for the following week must be approved in
advance by the department superintendent in writing and will not be
permitted after 2:00 p.m. on Friday. The schedule for the following
week will be posted by 2:00 p.m. on Thursday of each week.
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10.3 Relief Positions
10.301 Selection of employees for the position of Relief Supervisor will be
made by the Company, based upon qualifications it deems appropriate for
the position, without regard for seniority or position in the work
force. A bargaining unit employee who works 52 consecutive weeks as a
spare xxxxxxx after April 1, 1997, must either be offered a supervisory
position or return to a bargaining unit position.
10.302 The following positions will be posted jobs:
Relief Waste Treatment Plant Operator
Relief Waste Treatment Truck Driver
Relief Steam Plant Operator
Relief ULF Operator/Maintenance
Relief Spotter Driver
Relief Receiving Driver
Relief Electrical Operator
Relief PPD Maintenance
Personnel will be selected from those signing the posting (s), first by
millwide seniority within the structure, then by millwide seniority if
no personnel within the structure sign the posting. Employees may hold
only one Relief Position.
10.303 The position of Relief Electrical Operator will be a posted job.
Postings will apply only to currently qualified electricians in the
Electrical Classification. If no currently qualified Electricians sign
the posting the least senior qualified Electrician will be required to
fill the position when needed.
10.3031 Generally, a qualified electrician will mean any person who
held an electrician job prior to April 1, 1990, and any future
apprentices who complete the Electrical Apprenticeship and
receive a Journeyman classification. Considering the safety of
the individual and the operation of the mill, if the question
of qualifications in normal electrical skills should arise, it
will be settled by the Electrical Supervisor, a Union
representative from the trades, and the Human Resources
Manager.
10.304 Personnel successfully bidding into these positions will be the
designated fill-ins on a temporary basis and will normally have first
rights to the structure posting when posted based upon their seniority
in the relief position.
10.3041 If a reduction in workforce (temporary or permanent) should
impact any employee holding a posted job which utilizes relief
operators, that displaced person will have the opportunity to fill a
future permanent vacancy in that job before any existing vacation
relief individual (See article 10.304). Furthermore, that displaced
person must continue to utilize his skills and, therefore, will be
utilized as a vacation relief consistent with current practice and
procedures.
10.3042 "Signing off" a vacation relief position awarded also
relinquishes current and future right to maintenance. Permanent PPD
Maintenance employees may sign for a posted job outside of PPD
Maintenance. However, this relinquishes all current and future rights
to PPD Maintenance.
10.4 Vacation Replacements
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10.401 Vacation replacements will be hired between the period May 1 through
September 15 for the purpose of filling vacancies created by vacations,
and will be terminated at the 15th of September or sooner if required.
It is also agreed that each vacation replacement, after working 31
days, will be required to join the union. The "Vacation replacements"
in this section may also be used during the holiday season to augment
the workforce during these heavy vacation periods.
10.402 A vacation replacement file will be maintained in the Human Resources
Office for the Purpose of filling vacancies created by vacations or
other short term work requirements not falling within the dates of the
preceding paragraph. This list will not be used for call in until all
permanent, full-time employees on lay off have been given the
opportunity for the work, and the Company and the Union will mutually
agree upon when this list will be used. No permanent employee benefits
will be due to workers holding this status.
10.5 Protection of Seniority
10.501 Any employee promoted to a position within the Company over which the
Union has no jurisdiction, and in good standing with the Union, will be
entitled within six months of the time of his promotion, if still an
employee of the Company, to exercise his seniority on his previous job
in case of discontinuance of his position. However, if the employee had
occupied the position of Relief Supervisor for the period of six (6)
months prior to accepting a permanent promotion, he will have only
sixty (60) days to exercise this option.
10.6 Maintenance Apprenticeship
10.601 A maintenance apprenticeship program, in compliance with the Wisconsin
State Statutes is established effective July 15, 1987, for all future
employees entering central maintenance.
10.602 First consideration for apprenticeship training will be given to
current full-time maintenance employees desiring to participate in the
program and qualified maintenance helper employees who have passed the
Maintenance Aptitude Test.
10.603 The term of the apprenticeship will be four years of not less than
8,000 hours. Up to the first 1,000 hours will constitute the
probationary period. During this period he will be interviewed and his
performance evaluated as required by a maintenance review board
consisting of Company and Union representatives.
10.604 The apprentice will attend vocational technical related instruction
classes four hours per week or equivalent instruction for a minimum as
prescribed by the apprentice program and satisfactorily complete the
required course materials. Hours of school attendance will be counted
as hours worked and the Company will pay the xxxxxxxxxx xxx same rate
of pay for these hours as hours on the job.
10.605 A schedule of processes to be worked in each apprenticeship will be
developed for each of the trades. Experience and training will be
required in each of the process sections.
10.606 Any employees who were not members of the Maintenance Department prior
to July 15, 1987, and are not satisfactorily completing the required
course materials or work credits will be removed from the apprentice
program and maintenance department.
10.607 Employees will not be allowed to change apprenticeship programs once
their training has begun.
10.608 When an Electrical Apprentice completes the training and becomes a
Journeyman Electrician, a posting for an Electrician will be posted
unless that Apprentice already holds a posted Electrician job. At this
time, an Electrical Operator may use his/her Electrician seniority to
bid onto the
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Electrician job. If an Electrical Operator successfully bids onto the
Electrician job, the Electrical Operator job will be posted. Qualified
Electricians will be required to fill the next vacancy as an Electrical
Operator. Senior persons will be asked, junior person (s) will be
required to fill the Electrical Operator job.
10.6081 Both postings in the paragraph above will be internal to the
Electrical Craft only to serve as documentation of any
changes.
10.609 Participants in the maintenance apprenticeship program will be paid
according to wage schedule in Exhibit C. of this Agreement.
10.7 Steam Plant Licensing
10.701 Employees who successfully bid on Steam Plant Operator or Relief Steam
Plant Operator positions and pass the required physical will complete
an eight (8) week training period. At the end of this training period,
the employee will be required to take a written exam provided by the
Company and score 80% or better on this exam. All license renewals
required by company will be at company expense. Any current licenses
held by Steam Plant Operators or Relief Steam Plant Operators will be
kept in force under current conditions of renewal.
10.7011 If an employee scores between seventy per cent (70%) and
eighty per cent (80%) on the first time the written exam is
taken, that employee may receive up to an additional four (4)
weeks of training and retake the exam.
10.702 Employees not passing the written exam with a score of 80% or better
will return to their previous job and be ineligible for all future
Steam Plant openings.
10.703 Any modifications to the written examination dated February, 1991 will
be reviewed with a Union representative.
10.704 If, through the action of some regulatory agency, it should become
necessary for Steam Plant Operators to be licensed or otherwise
certified by such regulatory agency, employees holding the Steam Plant
Operator or the Relief Steam Plant Operator positions will be expected
to do whatever is necessary to meet the regulatory agency's
requirements in order to maintain their positions in these jobs.
10.8 Physician's Work Restrictions
10.801 The Company and Union agree that if an employee cannot perform the work
of his regular job because of restrictions established by a physician,
he will be placed in the Labor Pool and will be subject to the
following conditions:
10.8011 The employee will remain in the Labor Pool until he bids on
and receives a job according to the contract or until he is
released by a physician to return to his regular job.
10.8012 The employee may exercise his mill seniority within his
structure for an open job that he can perform.
10.8013 An employee placed in the Labor Pool has no special seniority.
These procedures apply only to fill in on vacant jobs, on a
temporary basis.
10.8014 In all cases, employees with work related injuries will be
given priority over non-work related injuries.
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10.9 Waste Treatment Plant Operator Licensing
10.901 Employees who operate the Waste Treatment Plant must hold a valid
operator's license as issued by the Wisconsin Department of Natural
Resources. The operator must meet at least the requirements for level
two grade for: General, Primary, Settling, Activated Sludge, Mechanical
Sludge Handling and Laboratory.
10.902 Within one year of accepting the position of Waste Treatment Plant
operator, the individual is required to successfully complete one
required test necessary for the Waste Treatment Plant licensing. Two
additional required test must be successfully completed during the
second year. Two additional required licensing tests must be
successfully completed in the third year. Pay will be adjusted
proportionally for each test passed until the pay rate for licensed
waste water treatment plant operator is attained.
10.903 Failure to meet progress requirements as stated in 10.902 will subject
the employee to a review by one union committeeman and the department
manager with the department manager making the final decision regarding
the progress requirement. Any operator who fails the progress
requirement review as detailed above will not be allowed to retain
their job in the Waste Treatment Plant and will be ineligible for any
future openings for Waste Treatment Operator.
Article 11
HOURS AND SCHEDULING
11.1 Work Week and Running Schedule
Reference to 7-day swing in Article 11 or anywhere else in this
agreement is equivalent to the term Southern Swing.
11.101 The normal work week for those areas or machines on Seven Day Swing
will be seven (7) days running Monday through Sunday, and for those
areas or machines not scheduled on Seven Day Swing will be five (5)
days of forty (40) hours running Monday through Friday. The payroll
week will run from 6:30 a.m. Monday to 6:30 a.m. of the following
Monday.
11.102 If operational requirements dictate a six day operation, the Company
retains the prerogative of scheduling and xxxxxxx the necessary
equipment to meet these requirements.
11.103 Should the occasion arise when the Company desires to establish a Seven
Day Swing schedule in any department, including necessary support
personnel, it will be for a minimum of 8 weeks and if necessary extend
in multiples of four weeks. The Company and Union may, in case of
emergency, mutually agree to waive the four week multiples.
11.1031 The positions for the fourth or D shift will initially be
posted unless otherwise stated below. Personnel will be
selected by mill seniority within their structure first,
followed by millwide seniority if enough structure personnel
are not available. This language is interpreted as purrint on
an extra crew. When that crew is no longer required, the
actual personnel who successfully bid into the extra crew
positions will be the personnel who are referred to in the
language. This movement in and out of the extra crew positions
will also be applied if, for instance, a third crew of
personnel were added to a
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normally two crew operation. Time limits for any additional
crews other than for Seven Day Swing will be mutually agreed
between the Company and Union.
11.104 When paper machines are not scheduled to operate on Sundays or
holidays, machine clothing may be changed by employees on a voluntary
basis.
11.105 If any paper machines, running on a seven day swing schedule, are
running a product that can be run on a machine that is on a six day
schedule, that machine will revert back to the seven day swing
schedule. The Company agrees not to buy any paper that can be produced
on the paper machine that is not scheduled on a seven day week.
11.106 Eight (8) hours will constitute a normal day's work in all departments.
11.2 Scheduling Changes
11.201 If an error is made in scheduling, it is the employees responsibility
to bring the error to the attention of the scheduler before noon on
Friday, or before noon on the last business day before the schedule is
effective. This includes regular scheduling weeks, holidays, and
overtime. Otherwise, no grievance will be paid for the error.
11.3 Shifts
11.301 Normal starting times for shifts are 6:30 a.m., 2:30 p.m., and 10:30
p.m. The parties agree that for purposes of computing overtime and
tracking tardiness, these established starting times will be used.
11.4 Starting and Stopping Work -- Shift Workers
11.401 When a shift begins, each shift worker is required to be in his place.
At the end of a shift no shift worker will leave his place to wash up
and dress until his partner has changed his clothes and reported to
take on responsibility of the position.
11.402 If a shift worker does not report for his regular shift the shift
worker still at his position will notify his supervisor and will remain
at his post until a substitute is secured and if necessary, will work
an extra shift. Reasonable effort will be made by the supervisor to
secure relief to avoid the worker having to work an extra shift. When
an employee works for 12 hours without being notified before his shift
starting time on that day, arrangements will be made to provide a meal
delivered to his/her place of work. An employee may receive a xxxxx
cash slip for up to five ($5.00) for money spent on purchasing meals
from the vending service.
11.403 It is the duty of each shift worker to report for his regular shift,
unless he has already arranged with his supervisor for a leave of
absence. If unavoidably prevented from reporting for his regular shift,
he must give notice to his supervisor or at the office at least four
hours before his shift goes on duty, except in case of emergency.
11.404 If an employee is scheduled for 12 hours, the Company will be required
to provide work or pay lost time.
11.5 Exchanging Shifts
11.501 Changing of shifts between shift workers will not be permitted unless
approved by the head of the department in which employees concerned are
working. When permission is granted for such exchange employees will
notify the Payroll Department.
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11.502 Any employee may arrange in advance with his supervisor for an absence,
and for his partner (partners first) to work his shift. The employee
taking off must return the shift for his partner during the same week
the original absence occurs. No overtime will be paid for such hours
worked in excess of eight (8) as the result of this arrangement.
Employees must ask their partners on both the preceding and following
shifts first. If neither partner can trade shifts, the employee may ask
other qualified employees in the department to make the change. The
supervisor must approve the qualifications of the individual willing to
make the change.
11.6 Starting and Stopping Work -- Day Workers
11.601 Day workers will be at their respective posts ready to begin work at
the time their pay starts, and will not quit work in advance of the
time their pay stops.
11.6011 Example: If a mechanic's paytime is from 6:30 a.m. to 2:30 p.m., he
will be at his post ready to work at 6:30 a.m. and will not quit work
until 2:30 p.m. 10 minutes are allowed for putting away tools and
washup.
11.602 Salaried supervisors will not perform work regularly performed by
employees in the recognized bargaining unit. It will not be considered
doing bargaining unit work for a supervisor to engage in training an
employee, predetermined experimentation while accompanied by a
qualified member of the bargaining unit, or to provide for the safety
of the employees and company property.
11.7 Essential Services
11.701 Boiler Room personnel and Electrical Operators are considered essential
services. Waste Treatment Plant Operators and Truck Drivers will remain
on the job until the waste treatment plant has been safely shut down
and all remaining sludge has been removed to the landfill.
11.8 Continuous Run Operations
11.801 The following structures and/or equipment will be operated continuously
by their crews for the duration of each scheduled shift:
11.8011 Stock Preparation Area
11.8012 All Paper Machines
11.8013 HHT, BRT, Napkin, and Facial machines, along with any support
functions and equipment currently in place and any future
equipment and/or systems in the Paper Converting Department.
11.8014 Shipping
11.8015 Steam Plant Operators
Article 12
TIME KEEPING
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12.101 Each employee is required to accurately maintain a record of his time
worked on a daily basis and is responsible for the maintenance and
security of the time and attendance system input devices.
12.102 Any employee found to be using an input device other than their own or
tampering with or otherwise destroying the integrity of time keeping
services will be subject to discharge.
12.103 Any lateness will be charged at the rate of one-tenth (1/10) of an hour
for each increment of six (6) minutes or less of tardiness.
Article 13
CHEMICAL ABUSE
13.1 General Purpose
13.101 The mutual objective of this article is to remove potential problems
associated with the illegal drug and alcohol abuse from the work place,
either through treatment, cessation of use, or, if necessary,
termination of employment. The following policies and procedures
concerning substance abuse will apply:
13.1011 All employees must report to work in a physical condition that
will enable them to perform their jobs in a safe and efficient
manner. Employees will not use, possess, dispense, or receive
alcohol, intoxicants or controlled substances (drugs) on
Company premises or report to work with any amount of a
controlled substance, intoxicant, or illegal drug which equals
or exceeds any current legal limits, in their system.
13.1012 Medication prescribed by a physician is an exception when the
physician prescribing medication has released the individual
to work while taking the prescribed medication. Abuse of
prescribed drugs is a violation of this article.
13.1013 It is the primary intent to encourage and assist employees in
treatment and rehabilitation through the Employee Assistance
Program (EAP). However, employees who repeatedly violate the
above will be subject to appropriate discipline up to and
including discharge.
13.2 General Procedure
13.201 Whenever the Company has reason to suspect that an employee is impaired
or under the influence of illegal drugs or alcohol, as defined in
Paragraph 13.101 above, while on Company premises, the Company reserves
the right to require a urinalysis, blood or other related test. Refusal
to submit to such test or tests is grounds for appropriate discipline.
13.2011 A supervisor must have reasonable grounds to believe that the
employee is under the influence of or impaired by alcohol or
drugs.
13.2012 Supervisor's reasonable grounds must be confirmed by another
Management representative.
13.2013 The employee will be provided with an opportunity to explain
his/her conduct. The employee will have the opportunity to
have a Union representative present if requested (fellow
employee if no Union representative is available).
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13.2014 In circumstances involving the physical safety of employees
including employees involved in some manner in a recordable
accident, the Company will have the right to immediately
require a urinalysis and/or blood test of such individuals,
providing the Company has reason to believe such recordable
accident was the result of using illegal drugs or alcohol.
13.3 Rules and Regulations
13.301 The Company will have the right to establish reasonable rules and
regulations concerning the Company's treatment of employees suffering
from substance abuse and the related testing for substance abuse
consistent with this article.
13.3011 Employee representatives and/or the employee will have the
opportunity to review the testing procedure.
13.3012 All samples which test positive will be confirmed using a gas
chromatography/mass spectrometry test, or a superior or
equally reliable test, if same becomes reasonably available.
13.3013 The employee at his/her expense, will have the opportunity to
have a reputable testing facility test the same sample
submitted to the original test facility. Accepted chain of
custody procedures must be followed. An employee may request
the independent test by notifying the Personnel Manager in
writing within two calendar days after the day the employee is
informed of the test results. The test results will be kept
confidential, and will be available only to a designated
employer representative, a designated Union representative, or
a designated legal representative.
13.3014 None of the testing procedures are intended to be in violation
of the law, and if they are, they will be eliminated without
interfering with other parts of this Agreement.
13.3015 Employees required to take a test will be placed on an unpaid
leave of absence, pending the receipt of the test results.
Employees tested as the result of an accident will not be
placed on an unpaid leave unless other grounds exist.
13.3016 If the test results are negative, the employee will be paid
for any time lost as a result of 13.3015.
13.3017 Any employee who, during the term of this Agreement, is
required to take a test two (2) times by the same supervisor,
and whose results are negative both times, will receive one
week's pay at current vacation hours as compensation for the
inconvenience.
13.4 Positive Test Results
13.401 Positive test results will invoke the following procedures:
13.4011 The terms of the disciplinary action will be set forth in a
written referral agreement entered into between the employee,
the Union, and the Company. When reviewing the written
agreement, the disciplinary action will be abated for an
employee who satisfactorily completes the treatment program
prescribed, and who meets the terms and conditions of the
written referral agreement.
13.4012 An employee who fails to cooperate, abandons or does not
complete the treatment program prescribed by the EAP
counseling, or who fails to live up to the terms and
conditions of the referral agreement, will receive the
previously withheld discipline.
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However, before the disciplinary action is imposed, the
Employer and Union representative will attempt to counsel the
employee into completing the treatment program.
13.4013 Whether an employee volunteers to participate in the EAP or is
required to participate as a condition of continued
employment, that employee will continue to be subject to the
same rules, working conditions, and disciplinary procedures in
effect for other employees, i.e., employees cannot escape
discipline for future infractions by being enrolled in the
EAP.
13.4014 Employees will not be allowed to elect rehabilitation in lieu
of discipline more than two (2) times. The Company will refer
employees and pay for rehabilitation as in 13.501 for a
maximum of two (2) times. A third offense of any chemical
abuse problem affecting the employee's job will result in
termination of employment.
13.5 Covered Expenses
13.501 The Company agrees that medical care expenses are covered, as provided
by the Company's Health and Welfare Plan and weekly accident and
sickness benefits are covered under the provisions of the Company's
Plan.
13.5011 If necessary, leaves of absence will be made available for
treatment and counseling. The Company will initially select
reputable facilities for base testing and confirmatory testing
at Company expense. The facility must employ certified medical
technologists and technicians. The Union will be provided with
the testing facilities, names, addresses, and credentials, if
requested. The Union retains the right to demand a change in
test procedure or test facility, based on reliable information
which disproves the accuracy or quality of either. The Union
also retains the right to request a change in test procedures
or test facility, when a reasonable and superior alternative
to either is available.
Article 14
WAGES
14.1 Wage Rates
14.101 Wage rates shown on the attached schedule (Exhibit C), including shift
premium, will be paid. In addition, a Profit Sharing Plan, fully
described under a separate document entitled "Profit Sharing Plan for
Hourly Employees of UPIU Local 42 at Eau Claire, Wisconsin," will
become effective on January 1, 1993, and will remain in effect for the
duration of this Agreement. The specific terms of the plan are not
negotiable and are the sole responsibility of the Company. The Union
will be notified of any changes after approval by the Company's
Corporate Officers.
14.102 When the Company installs new equipment or rebuilds present equipment,
the rates of pay established will be retroactive to the time the
equipment starts operation.
14.103 Any employee training in a job that does not have an established
training rate progression in Exhibit C will be paid the posted rate for
that job.
14.1031 The Levels of pay in Exhibit C in the Converting section are
defined as follows:
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Level 1 Refers to the entry level rate in a system
Level 2 Means qualified on two of the functional operating
units within a system.
Level 3 Means qualified on three of the functional operating
units within a system.
The decision regarding qualifications will be the
responsibility of the Department Supervisor and
Superintendent. This authorization will be documented and
copies distributed to the employee's personnel file, the
employee, Local 42, and the Payroll Department.
14.104 Employees will be paid the rate assigned to the job they occupy. No
employee's regular job rate will be reduced when temporarily
transferred to a job paying a lower rate per hour unless the employee's
regular job ceases to provide work.
14.105 The matter of wages is not to be a subject of arbitration.
14.2 Pay Practices
14.201 Pay periods will cover a period of one calendar week.
14.202 Pay day will be every Thursday.
14.203 Any claim or error in pay should be reported to the Time Clerk for
investigation.
14.204 On the paper machines, work performed during breakdowns, dryer grinds,
rebuilds, etc. will be paid at the employees' regular rate of pay.
14.205 No pay will be given to an employee other than the one to whom it is
due, except on a written order signed by the employee, reading as
follows:
Xxxx & Xxxxxx Wis., Inc. Eau Claire, Wisconsin
Pay bearer all wages due me up to and including _____________________
_____________________________________________________________________
Card No. _____________ Signed ______________________________________
14.3 Shift Premium
14.301 Employees as defined in the foregoing articles of this Agreement will
be paid a shift premium as outlined and attached to the wage schedule.
14.4 Wage Retention
14.401 An employee who has ten or more years of service and is demoted by the
Company because of inability to perform his job, or employees displaced
by crew reduction or current operating machinery, not to include
shutdowns of structures or temporary layoffs of a shift, will qualify
for the following wage retention:
14.402 The employee will receive a special minimum wage rate on his new job
which will be a rate halfway between his former classified job rate and
the base labor rate in existence at that time.
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He will receive one-half of any general wage increase negotiated until
his new classified job rate exceeds his special minimum rate. If his
job is subsequently changed, he retains his special minimum rate unless
the new job rate exceeds such minimum. In any event, three years from
the date of such demotion, any employee's special minimum rate
terminates and the hourly wage rate of such employee will become the
rate of the classification he then occupies. In no event can an
employee accumulate more than three years coverage under the wage
retention clause.
14.5 Speed Clause
14.501 The base speeds for the paper machine speed clause of rates in the
contract effective April 1, 1993, are as follows:
No. 3 paper machine 3000 FPM wet end speed 2-ply HHT
No. 5 paper machine 4200 FPM wet end speed 2-ply bag stock
14.5011 The Company will automatically increase the pay rates for the
machine tender, back tender, third and fourth hands, fifteen (15) cents
per one hundred feet sustained speed increase.
14.502 A one hundred foot speed increase is defined as a speed which is
repeatedly attained during the greater portion of a calendar month when
the machine is on a grade on which the machine runs at its highest
speed.
14.503 If at a future date, the speed is not maintained consistent with the
pay increase made, the increase will be negated.
14.504 When capital investments are made to increase machine speeds, the
Company and the Union will mutually agree to any necessary wage
adjustments and the new base speed of the machine for the purposes of
this Article.
14.6 Wire Clause
14.601 Wire Time
14.6011 Shift workers required to put on wires at a time other than
their regular shift will be paid in accordance with the
schedule outlined below or one and one-half times the hourly
rate for the actual hours worked, whichever is greater. If
shift workers continue such work after their shift ends or put
on a wire during their regular shift, they will be paid in
accordance with the schedule outlined below for the time
required to change the wire or one and one-half times the
hourly rate for the actual hours worked, whichever is greater.
It is understood that their regular hours, however, will not
continue during the wire change.
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Wire Time Machine No.
6 hours 5
10 hours 3
14.6012 Shift workers required to put on wires on Saturday will be
paid in accordance with the schedule outlined below.
Wire Time Machine No.
9 hours 5
15 hours 3
14.6013 Shift workers required to put on wires on Sunday and
recognized holidays will be paid in accordance with the
schedule outlined below:
Wire Time Machine No.
12 hours 5
20 hours 3
14.602 Procedures for Xxxxxxx Wire Change:
14.6021 Procedure for Xxxxxxx Wire Change No. 3 Paper Machine
Twelve people are required to perform the wire change. Personnel
scheduled on three shifts that day will man the change. If enough
people are not available, use the following sequence to fill the
vacancies:
1. Promote up to fill the vacancy and then use the utility driver
and facial helper on shift to fill in if orders allow No. 5
Winder to shut down.
2. The people assigned to No. 3 Paper Machine who are on their
scheduled day off will be called in by mill seniority
3. Next, call the personnel from the posted call list scheduled
in the structure by mill seniority.
4. Next, call the personnel working in the structure in order of
mill seniority.
5. Next, people who are on their day off scheduled in the
structure by mill seniority.
6. Next, call the personnel from the posted call list scheduled
in the Paper making Department by mill seniority.
7. Personnel on shift will not be allowed to get replacements for
themselves until all twelve positions have been filled.
8. Employees getting replacements must follow steps 1-7. If they
cannot get a replacement, they must work the wire change.
9. When possible, wire changes will be scheduled a day ahead and
a notice posted for the regular crews to report.
10. When a wire is changed at 6:30 a.m. on Wednesday, the
personnel coming off the 11-7 shift have the option of staying
or going home.
14.6022 Procedure for xxxxxxx wire change, No. 5 Paper Machine
Eight people are required to perform a wire change.
1. If before midpoint of shift, the crew on duty and the previous
crew will man the change.
2. If after midpoint of shift, the crew on duty and the incoming
crew will man the change.
3. Fourth hands will be used next.
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4. If enough people are not available from two shifts, the third
crew scheduled that day will be called by mill seniority.
5. The people assigned to No. 5 Paper Machine who are on their
scheduled day off will be called in by mill senioirty.
6. Next, call the personnel from the posted call list scheduled
in the structure by mill seniority.
7. Next, call the personnel working in the structure in order of
mill seniority.
8. Next, people who are on their day off scheduled in the
structure by mill seniority.
9. Next, call the personnel from the posted call list scheduled
in the Paper making Department by mill seniority.
14.6023 There will be a Call List posted in the Tour Boss office each week. If,
after all the procedures described above have been exhausted, there is
still a requirement for more personnel, the personnel who have put
their names on the list will be called in order of millwide seniority.
Personnel may add or delete their names from this list at any time
during the week.
14.6024 After the Call-List in paragraph 14.6024 has been exhausted, any
qualified employee (s) may be called in to fill any necessary jobs.
14.7 401(k) Plan
14.701 Effective January 1, 1994, all active employees will be eligible to
participate in the 401(k) Plan for Xxxx & Talbot employees at Eau
Claire. All participating employees will be subject to the rules and
regulations of this plan as administered by the Company including any
administrative changes made by the Company in the future. There will be
no Company contribution to this plan on the effective date.
14.702 Enrollment dates will be the month of December becoming effective in
January and the next enrollment date is the month of June becoming
effective the month of July.
14.8 Severance Plan
14.801 In the event that the Eau Claire mill is totally and completely shut
down and ceases all operations, all active employees of the mill will
receive the benefits of the severance plan described below.
14.8011 Each active employee will receive a lump-sum severance payment
equal to one (1) week's pay for each full year of service from
the most recent date of hire.
14.80111 There will be a minimum of four (4) week's pay and a
maximum of twenty-six (26) week's pay.
14.80112 One week's pay is defined as the employee's posted
job rate times the current number of hours paid for a
vacation week. For employees with no posted job, the
base rate will be used for the job rate.
14.8012 The employee's current medical and dental coverage will be
continued under COBRA from the first of the month coincident
with or next following the date of the plant shutdown.
14.80121 The Company will pay the COBRA premium until the last
day of the month in which the final week of severance
pay would occur if not paid in a lump sum.
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14.80122 Employees will be provided with notification and the
appropriate forms to voluntarily continue their
coverage, after Company paid coverage ends, by paying
the current monthly premium for benefit continuation
for the remainder of the COBRA period effective at
that time.
Article 15
CALL TIME AND REPORTING TIME
15.101 Any employee called to work at any time other than the start of his or
her established shift will be paid two hours call time plus the actual
hours worked, but not less than four hours on any one call. If an
employee, who has been called in to perform a specific task or job, is
requested by the Company to remain and perform additional tasks or
jobs, he will receive two (2) hours pay or actual hours worked,
whichever is greater, for each additional task or job he performs.
However, the employee may refuse the multiple call request. Employees
already on the mill premises will not receive call time if requested to
begin work prior to the start of their normal shift. Overtime will be
paid for time worked before normal shift starting time or where
otherwise applicable.
15.102 When an employee reporting for work on his or her regular shift finds
work is not available and said employee has not been notified within
one hour just prior to his starting time not to report for work, said
employee will receive two hours pay or at least four hours work at the
regular pay, except in case of breakdown.
15.103 It is agreed that the time for a start of employee's shift or day may
be changed at any time by the management upon notification to the
employee before the end of their last preceding shift.
15.104 No limitation on hours of work contained in this Agreement will apply
to employees of any class when engaged in emergency work involving
breakdown or emergency work involving protection of life and property.
Any emergency work will not be included in their regular schedule of
hours.
15.105 Call time does not apply to any circumstances where an employee is
called back to work from a lay off.
Article 16
OVERTIME AND PREMIUM PAY
16.1 General Provisions
16.101 Time and one-half will be paid to any employee for all work performed
in excess of eight (8) hours but less than twelve (12) hours per day,
more than eight (8) but less than twelve consecutive hours, or 40 hours
per week. Double time will be paid for all work performed in excess of
twelve (12) hours per day or twelve (12) consecutive hours.
16.102 Premium Days
16.1021 Double time will be paid for all work performed on Sunday.
16.1022 Double time will be paid for all work performed on the
holidays listed in Article 21.
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16.1023 Time and one-half will be paid for all work performed on
Saturday.
16.1024 Time and one-half will be paid for all work performed, at the
Company's request, on a regularly scheduled day off.
16.103 The employee on the job is defined as the person (s) that actually
performed work in a scheduled or assigned classification for all or the
final portion of a regular workday prior to the overtime.
16.104 An employee who does not work any scheduled hours during the week in
the structure where the overtime occurs is not eligible for any
overtime in that structure unless the position cannot be filled.
16.105 If it is necessary to fill a temporary vacancy by using long hours, the
overtime will go to the job in which it was created.
16.106 For the purpose of computing overtime, when an idle holiday occurs in
the employee's scheduled work week, such idle holiday hours will be
considered as time worked.
16.107 If posted weekend overtime is canceled after noon Friday, the Company
will pay those employees canceled, two hours penalty pay at their job
rate, for each day canceled. This paragraph applies for both voluntary
and required overtime.
16.2 Required Daily Overtime
16.201 For required daily overtime, a call list will be posted each Thursday
for the following week next to the schedule. Employees may sign or
remove their name any time during the week.
16.2011 The employee on the job has first right to the overtime. If
the employee wants to work the overtime, he or she must work
at least four (4) hours when the overtime is equal to or
greater than four (4) hours.
16.2012 If that employee turns down the overtime it will be posted in
the structure. The most senior qualified employee with mill
seniority within the structure, signing the list, will be
awarded the overtime and will be required to stay at least
four (4) hours when the overtime is equal to or greater than
four (4) hours.
16.2013 If it becomes necessary to call someone in, the employee on
that job on the next shift will be called first.
16.2014 If the overtime cannot be filled as in 16.2013, qualified
employees from the call list will be called by mill seniority
within the structure.
16.2015 If the overtime cannot be filled as in 16.2014, all qualified
employees in the structure will be called by mill seniority
within the structure.
16.2016 If the overtime cannot be filled as in 16.2015, the employee
on the job must stay but will not be required to work more
than a total of sixteen (16) hours.
16.202 If emergency or unplanned overtime is required, the man on the job (see
16.103) will have first rights to the overtime. If this is not
possible, the procedures defined in 16.2014 through 16.2016 will be
followed.
16.3 Required Weekend Overtime
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16.301 When the Company requires Saturday production from a job that is
scheduled to run on a Monday through Friday shift, the overtime must be
posted by 1:00 p.m. on Wednesday of that week. The employee on the job
is required to work or find a qualified replacement acceptable to the
company. Trade slips must be used for verification of these personnel
changes.
16.4 Voluntary Overtime
16.401 When voluntary overtime is requested by the Company, a list of all jobs
operating will be posted as soon as the requirement is known, but no
later than noon on Friday. The list will remain posted for twenty-four
(24) hours or until 3:00 p.m. on Friday, whichever is longer.
16.4011 The employee on the job will have first right to the overtime,
provided the employee signs the overtime posting. Employees
must work their own shift first. It is agreed that the
employee who would normall be scheduled in that job on that
shift on the day of the holiday will have first right to work
the holiday and receive the overtime provided the employee has
signed the overtime posting. If the overtime is not filled in
this manner, the current Labor Agreement provisions numbered
16.4012 through and including 6.4014 will apply to fill the
overtime.
16.4012 If the employee on the job does not sign the posting, the
overtime will be awarded to the senior qualified employee with
the most millwide seniority within that structure who signed
the posting, then by the most senior qualified employee using
millwide seniority.
16.4013 Employees working in the structure that week will be eligible
for more than eight (8) hours of overtime before any employee
who did not work in that structure. No employee will be
awarded more than eight (8) hours unless all qualified
employees, working the structure that week, who have signed
the posting have been awarded at least eight (8) hours.
16.4014 The Company will make an objective evaluation of the employees
qualifications when they sign for jobs other than their own
posted jobs. Physical condition, safety record, and length of
time since the employee last performed the job will be taken
into consideration. The Company retains the right to make the
final determination of an employees' qualifications.
16.4015 If it becomes necessary to operate a piece of equipment on a
shift for which it was not scheduled to run during the week,
the proper procedure to fill the opening(s) will be to ask the
senior qualified person(s) going off shift just prior to
schedule change, then call senior, qualified person(s) on the
call list, then senior qualified person(s) not on the call
list. Paragraph 16.4014 will apply in all instances.
16.5 Central Maintenance Overtime
16.501 A call list will be posted for each trade on Thursday. Employees may
sign for call in and/or weekend overtime for the following week.
16.502 If it is required that a maintenance employee remains to finish a job,
the employee on the job has first right to the overtime.
16.503 Call in and weekend overtime for Central Maintenance employees will be
as follows:
16.5031. Millwrights and Pipefitters
16.50311. Call in requirements will be filled by straight
seniority from the call list.
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16.50312 For weekends, the maintenance manager will determine
if and how many employees from either craft are
needed. This overtime will be offered to the required
crafts on a rotating basis (most senior to least).
16.5032. Machinists, Construction, and Welders.
16.50321. Call in requirements will be filled by straight
seniority from the call list.
16.50322. Weekend overtime will be filled by straight
seniority from the call list.
16.5033. Electricians
16.50331. Call in requirements will be filled first by the
Electrician assigned to that area, then by seniority
from the Electricians on the call list.
16.50332. Weekend requirements will be filled first by the
Electrician assigned to that area, then by seniority
from the Electricians on the call list.
16.5034. Electrical Operators
16.50341. An Electrical Operator will have a right to stay
beyond his normal shift to complete a job he was
currently working on at shift change if the incoming
Electrical Operator is needed elsewhere.
16.50342. When an Electrical Operator position needs to be
on filled because of absence, the Electrical
the job has first right to the overtime, then the
Operator person scheduled to come in on the
following shift, then the Electrical Operator on his
days off, then Electricians by seniority from the
call list. If the position is not filled in this
manner, the Electrical Operator on the job is
required to work the shift.
16.50343. Electrical Operator's names will appear at the bottom of the
Electrician call in and overtime list in order of their mill
seniority within their structure.
16.504. Weekend overtime in what would normally be considered Maintenance
Department work during the week, if not filled by the individual craft
procedures above, will be offered to Maintenance employees in any craft
based on the Maintenance Department seniority of those employees who
have signed the call list.
Article 17
OUTSIDE CONTRACTORS
17.101 It is not normally the policy of the Company to have work done by
outside contractors. However, when it is deemed necessary due to
special requirements, the Union will be notified in advance, in
writing, and provided a general description of the work to be done.
Article 18
FUNERAL LEAVE
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18.101 It is the intent of this Article to provide employees with time off,
without suffering a loss in pay, to attend to those requirements
resulting from a death in the immediate family.
18.102 In event of a death in the immediate family as defined herein, all
regular employees will be compensated for his scheduled days of work
lost, up to a maximum of three (3) days. For the computation of the
three (3) days maximum pay, the two (2 ) days preceding the funeral,
the day before and the day after the funeral, the day of the funeral,
and the two (2) days after the funeral are the only days to be
considered, provided one of the days taken is the day of the funeral.
For the purposes of this clause, the immediate family includes father
or step-father, mother or step-mother, brother, sister, husband, wife,
son, daughter, mother or father-in-law, son or daughter-in-law, sister
or brother-in-law and grandchildren.
18.103 One day leave with pay to attend the funeral of a grandparent of either
the employee or the employee's spouse will be granted.
18.104 Funeral leave will be subject to the following provisions:
18.1041 An employee must be a regular employee.
18.1042 Employee must make application for pay within two weeks after
the funeral.
18.1043 Funeral leave will not be allowed for the following:
1) Personal time off.
2) Absences on group health plan or workers' compensation.
3) Employees on lay off status.
18.1044 If the funeral is out of the area and the employee must
request vacation to travel to the funeral, the employee will
receive regular vacation pay and time off, plus the funeral
pay described in Paragraphs 2. and 3. of this Article. Total
time off will not exceed the normal vacation days.
Article 19
ABSENCE
19.101 In the case of a necessary absence for business in connection with the
Union or the Company, prior notice must be given the Company, and the
starting back to work time given whenever possible.
19.102 Any leave of absence will be subject to the approval of the Company.
The Union to be notified of same.
19.103 When an employee has not been granted a leave of absence and does not
report for work for a period of three days, or when an employee has
been granted a leave of absence and overstays it, he will be considered
as being absent without permission.
19.104 An employee taking another job for pay during any authorized absence
from his employment with this Company will be discharged.
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19.105 Employees who are absent without permission for a continuous period of
three working days, three working nights or longer, will be cleared
from the department roll and placed on suspended roll in the Human
Resources Department.
19.106 Employees returning to work without at least eight (8) hours
notification prior to their regular shift will not be entitled to
reporting time.
19.107 These rules with reference to Leave of Absence apply to all employees
on the Factory Roll.
19.108 Employees whose absenteeism or tardiness is of an excessive or
unreasonable nature will be disciplined in accordance with the
following absenteeism policy:
19.1081 An individual who becomes an absenteeism or tardiness problem
will be given a first warning letter.
19.1082 If this individual continues to miss work, he will be given a
second warning letter.
19.1083 Further excessive absenteeism or tardiness after the second
letter will result in a final warning letter along with
possible temporary disciplinary suspension.
19.1084 After all this, if the individual continues to miss work, he
or she will be discharged.
Article 20
JURY DUTY
20.101 Any employee who is required to be absent from work because of jury
duty will be paid the difference between the compensation received for
such duty and the amount of wages he would have earned (computed on the
basis of his regular straight time rate) for his scheduled hours during
the period he is serving on the jury. The company will lower the flag
to half mast on each April 28th to honor those workers who have been
killed on the job. This is Worker's Memorial Day.
20.102 Employees required to report for jury selection who are scheduled for
work and not selected to serve on a jury, are expected to report for
work on the afternoon and night shifts. Employees on the day shift will
not be required to report for work on a day when they were required to
attend jury selection proceedings. An employee who does not sign the
posting for voluntary overtime on a holiday cannot be rquired to remain
on the job if the volunteer who is supposed to be doing that job on the
holiday does not show up. The employee on the job may elect to stay but
cannot be forced.
20.103 The employee, when released from jury duty, will report for his next
regularly scheduled shift and will be required to furnish a signed
statement from a responsible officer of the court as proof of jury duty
and jury pay received.
20.1031 Any employee selected and actually serving on a jury may elect
not to report to work on the scheduled shift during or after
serving on the jury during that day. The pay provisions in
Paragraph 20.101. of this Article will apply.
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Article 21
HOLIDAYS
21.101 All employees covered by this Agreement will receive one day's pay (8
hours) for each of the following days:
New Years Day First Day Deer Hunting
Memorial Day Thanksgiving Day
July 3rd Day After Thanksgiving Day
July 4th December 24th
Labor Day Christmas Day
New Year's Eve
21.102 The Company will give 30 days notice when it desires to run on one of
the holidays above, and the posting of those willing to work will be
removed one week prior to the holiday. Holiday production overtime
assignments will be made according to Article 16, Paragraph 16.4011
through 16.4014.
21.103 Any maintenance work to be done on a holiday will be in the following
manner:
21.1031 One week prior to the holiday, the maintenance manager will
meet with the committee to cover work which is to be done.
21.1032 The work to be done must constitute work that could not be
done during normal operating situations. If this is agreed,
then schedules will be posted as to which employees are
required to work on that holiday.
21.1033 Any maintenance work which could be done during normal
operating situations may be done on a voluntary basis by the
employees of the maintenance department.
21.104 The Company will attempt to avoid scheduling the converting department
on Saturday preceding a Monday holiday. The third shift will, if
possible, be scheduled to start their week on Sunday preceding the
holiday, with wages to be paid at the straight time rate.
21.105 The shutdown periods will be as follows, subject to voluntary work
mentioned above: The first day of deer hunting was changed to a 24 hour
holiday from a 26 hour holiday to accommodate Kronos. It is agreed that
employees may still leave two (2) hours before the end of the shift
ending just prior to the holiday as in the past. This time off will be
without pay if the employee elects to leave.
HOLIDAY YEAR SHUTDOWN FROM: STARTUP AT:
------- ---- -------------- -----------
Labor Day 1997 6:30 a.m. 9/1 6:30 a.m. 9/2
24 hours 1998 6:30 a.m. 9/7 6:30 a.m. 9/8
1999 6:30 a.m. 9/6 6:30 a.m. 9/7
First Day of 1997 6:30 a.m. 11/22 6:30 a.m. 11/23
Deer Hunting 1998 6:30 a.m. 11/21 6:30 a.m. 11/22
24 hours 1999 6:30 a.m. 11/20 6:30 a.m. 11/21
Thanksgiving 1997 6:30 a.m. 11/27 6:30 a.m. 11/29
Day and the 1998 6:30 a.m. 11/26 6:30 a.m. 11/28
day after 1999 6:30 a.m. 11/25 6:30 a.m. 11/27
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Christmas 1997 6:30 a.m. 12/24 6:30 a.m. 12/26
48 hours 1998 6:30 a.m. 12/24 6:30 a.m. 12/26
1999 6:30 a.m. 12/24 6:30 a.m. 12/26
New Year's 1997 6:30 a.m. 12/31 6:30 a.m. 1/2/98
48 hours 1998 6:30 a.m. 12/31 6:30 a.m. 1/2/99
1999 6:30 a.m. 12/31 6:30 a.m. 1/2/00
Memorial Day 1997 6:30 a.m. 5/26 6:30 a.m. 5/27
24 hours 1998 6:30 a.m. 5/25 6:30 a.m. 5/26
1999 6:30 a.m. 5/24 6:30 a.m. 5/25
Independence 1997 6:30 a.m. 7/3 6:30 a.m. 7/5
Day 1998 6:30 a.m. 7/3 6:30 a.m. 7/5
48 hours 1999 6:30 a.m. 7/4 6:30 a.m. 7/6
21.106 An employee must be a regular employee before becoming eligible for
this pay.
21.107 Employees must work their scheduled work day before a holiday and
scheduled work day after a holiday to be eligible for holiday pay. An
employee who is medically unable to fulfill the work requirements of
this paragraph, and who provides acceptable proof of same from a
physician, will be paid for the holiday.
21.108 When an employee is off the job for any reason other than an industrial
injury for one hundred twenty (120) consecutive days or more prior to a
holiday, he will receive no holiday pay. Employees who are off as a
result of a compensated industrial injury will receive holiday pay for
up to one (1) year after the date of injury.
Article 22
VACATIONS
22.1 Vacation Plan
22.101 A vacation plan for the vacation year with regulations mutually agreed
upon between the parties for the most economical operations of the
plant will be as follows:
CONTINUOUS YEARS OF SERVICE WEEKS OF VACATION
--------------------------- -----------------
1 but less than 3 1
3 but less than 8 2
8 but less than 12 3
12 but less than 17 4
17 but less than 23 5
23 but less than 35 6
35 or more 7
The seventh week of vacation will be available to any employee who
reaches 35 years of continuous service after April 1, 1997. Employees
with less than 35 years of service who already have 7 weeks of vacation
will be grandfathered.
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22.102 Employees with six (6) months or more service prior to the beginning of
the vacation year will be prorated during the first year. Employees
with less than six (6) months service prior to the beginning of any
vacation year will be prorated for the following year. After prorating,
vacation time for employees will be computed from the beginning of the
vacation year.
22.103 The vacation year will run from April 1st through March 31.
22.104 A schedule will be posted on the first Monday of January for first
choice (one week) vacation selection for the entire year. The schedule
will be taken down on the third Monday of January. An employee will be
advised prior to the first Monday of February if their vacation request
was denied.
22.1041 Employees who schedule more than one week as first choice on
this yearly schedule will lose all rights to any first choice
week.
22.1042 A second vacation sign up sheet will be posted on the First
Monday of February for the rest of choice vacation selection
for the entire year. The schedule will be taken down on the
third Monday of February. Vacations scheduled during this time
period will not overrule the January first choice vacation
selections. An employee will be advised prior to the first
Monday of March if their vacation request was denied.
22.1043 A third vacation sign-up period will occur between the first
and third Mondays of March for vacation selection for the
entire year. Vacations scheduled during this time period will
not overrule the vacations scheduled in January or February.
22.1044 Vacations will be considered as scheduled when each schedule
is taken down.
22.1045 Employees may not schedule more vacation than they are
eligible to receive. If this happens, the earliest vacation
put on the schedule will be the vacation scheduled.
22.105 Except in the case of emergencies, vacations must be canceled with a
minimum of one month's notice before the vacation is to begin.
22.106 Insofar as possible, consistent with production requirements, vacations
will be scheduled by mill-wide seniority at the employee's convenience.
However, it is recognized that reasonable limitations must be set in
each structure.
22.107 Hours of Pay for Vacation Weeks will be as follows:
Effective 4/1/97 - 44 straight time hours
Effective 4/1/98 - 43 straight time hours
Effective 4/1/99 - 42 straight time hours
22.108 Employees on a seven day swing schedule may take up to four weeks
vacation as scheduled to work. All other vacations will start on Monday
for seven consecutive days.
22.109 Upon retirement, resignation, or death of an employee who has been
employed for one year, the vacation earned by said employee will be
prorated on the basis of 1/12 of his vacation for each month worked in
the vacation year.
22.2 Vacation Payments
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22.201 Vacation payments will be paid on the last regular pay day prior to, or
first pay day after return from their earned vacation time off,
providing sufficient notice (three weeks) is given to the Payroll
Department.
22.202 Rates of pay for vacation payments will be on employee's current posted
job at current rates.
22.203 When an employee is off the job for one hundred twenty (120)
consecutive days or more prior to the beginning of the vacation year,
his vacation pay will be prorated on the basis of 1/12th of his
vacation for each month worked. This excludes employees who are off due
to a covered workers' compensation injury.
22.204 If an employee is off work for two (2) weeks or more for Accident and
Sickness, Workers' Compensation, or Lay Off in any six month period,
the employee may receive a maximum of two (2) weeks of vacation for
that period.
22.2041 It is agreed that all vacation time in excess of four (4)
weeks may be sold back to the Company.
22.205 Vacation weeks in excess of one (1) week, not scheduled by January 15
of each year, will be automatically bought back by the Company. All
vacations not taken by March 31 will be bought back.
Article 23
INSURANCE
23.1 General Information
23.101 Group medical, dental and life insurance, and Accident & Sickness (A&S)
coverages are available for all full time employees. These benefit
levels are negotiated by the parties and the medical, dental, and A&S
benefits which are part of the medical plans, are summarized in the
Summary Plan Descriptions given to employees.
23.102 The Plan Document (Insurance Contract) is the ruling document in all
cases. A copy of the master Document for each plan is kept in the Human
Resource Office at Portland, Oregon. Copies of this document are
available at the plant. Employees may look through these documents
during normal office hours and may request a copy of the document for
$.30 per page copying charge.
23.103 The medical and dental plans provide for dependent coverage as defined
in the Plan Documents.
23.104 Employees and their dependents will become eligible for coverage on the
first of the month following or coincident with thirty (30) days from
their start date or after they have completed their probationary
period, whichever is later.
23.105 It is the employee's responsibility to keep the Human Resources Office
informed of all changes relating to benefits. Benefits will be paid
only on most recent records. If notification is not made in a timely
manner, coverage may be delayed.
23.106 In paragraphs 23.2 and 23.3 and their inclusions of this Article,
continuation of coverage for the medical plan, as described, refers to
continuation of coverage as negotiated between the parties. Employees
selecting to continue medical coverage under COBRA may continue
coverage only
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under the plan by which they are covered when they make this selection.
The Company agrees to comply with federal and state laws regarding
continuation of coverage.
23.2 Active Employees - Duration of Coverage
23.201 Employee and dependent coverage under the medical, dental, and life
insurance plans will be continued under the following situations and
time limits.
23.2011 For recognized layoff, for up to six (6) months.
23.2012 For disability or sickness not relating to the job, for one
year. After this period, if the employee is under age 55,
medical coverage, for the employee only, will continue until
the employee reaches age 65.
23.2013 For disability or sickness which is job related, for as long
as they remain on the payroll record.
23.2014 Disability Benefits for Active and Retired Employees
Effective April 1, 1997, Xxxx & Xxxxxx will provide
continuation of Medical and Dental Plan coverage (subject to
the provisions and limitation of COBRA) for an hourly employee
who is totally disabled and his/her dependents, subject to the
following:
1. The disabled hourly employee must be receiving a
disability income benefit from the A&S plan. Xxxx and
Talbot will provide continued coverage under the
medical and dental plans for a period of one year
from the original date on which the disability began.
2. If the disability continues beyond one year, and the
employee is receiving a disability income benefit
from Social Security, Xxxx & Xxxxxx will continue
medical and dental coverage only, at no cost to the
employee, until the employee is eligible for
Medicare.
3. If, beyond the initial one year, the employee had
continued paying for their own coverage under the
provisions of COBRA and then received a total
disability award from Social Security, during the
first 18 months of continuation coverage, Xxxx &
Talbot will resume providing medical and dental
coverage only, at no cost to the employee until the
employee is eligible for Medicare. P&T will refund
premiums that the employee paid for their own
coverage.
4. In the event this results in loss of benefits for
those currently covered in the disability pension
plan, the Company agrees to provide comparable
coverage.
5. Continued coverage under any of the above extensions
will end on the date the employee becomes entitled to
Medicare, ceases to be disabled, or dies, whichever
comes first.
In order to qualify for any of the above extensions, the
employee must enroll for COBRA when notified of his/her rights
by Xxxx & Xxxxxx.
23.202 Upon the death of an active employee, the current life insurance
benefit will be paid to the current beneficiary and medical coverage
for the covered spouse and dependents will continue for six (6) months
after the month of death.
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23.2021 The life insurance amounts for active employees will be
$24,000 with an additional $24,000 accidental death and
dismemberment feature.
23.203 Accident & Sickness benefits are not payable for a disability which
occurs while, on leave of absence, or for any pre-existing disability.
Accident and sickness benefits will be payable for a disability which
occurs while an employee is on layoff, except if the disability is due
to the employee working on another job while on layoff.
23.204 All coverage durations assume the continuation of this Agreement.
23.3 Retired Employees - Duration of Coverage
23.301 Medical coverage will continue from age 55 and end at age 65 for all
retired employees who were covered by medical before retirement. At the
time an employee retires he/she must choose between a COBRA or one of
the two available corporate plans. Retirement is defined as receiving
benefits from the current pension plan or being eligible for deferred
benefits. Medical coverage will cease at the end of the month in which
the retiree becomes eligible for benefits under Medicare or any group
plan.
23.3011 Medical coverage for retired employee spouses will be
continued until the spouse reaches age 65 if she or he was
covered prior to the employee's retirement.
23.302 Dental coverage will continue from age 55 and end at age 65 for all
employees who were covered under the dental plan prior to retirement
and had a retirement date after 7/15/77.
23.3021 Dental coverage for the spouses of the above retirees will
continue to age 65 if she or he was covered prior to the
employee's retirement.
23.303 Upon the death of the retired employee, if the spouse is not yet 65
years of age, the dental coverage will cease at the end of the month of
the death and the medical coverage will be continued for three (3)
months from the end of the month of death.
23.304 The life insurance for employees retiring during the life of this
contract is $3,750 which will be paid to the beneficiary of record.
23.305 Effective January 1, 1988, retired employees and/or their spouses may
elect to participate in the Medicare supplement medical plan
administered by the Company. If this election is made, the entire
premium established by the insurance company will be paid by the
employee and/or spouse in order for coverage to continue. Eligibility
for coverage under this plan includes all present and future retirees
and/or their spouses who are covered by Medicare. Coverage will cease
if a premium payment is over thirty (30) days late.
23.306 All coverage durations assume the continuation of this Agreement.
23.307 Benefits of employees who retire after August 31, 1997, shall match the
active employee benefit level (per prior agreement).
23.4 Health Care Cost Containment
23.401 The Company and the Union will establish a Cost Containment Committee
comprised of four members from management and four members from the
Union plus alternates. This committee will be responsible for
minimizing health care costs. The first meeting will be shortly after
ratification. Subsequent meetings will be held in November and May.
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23.402 Plan years for all medical and dental plans will be calendar years.
Employees will be provided with premium or premium equivalent rates for
each plan prior to December 1st of each year. These rates will be used
for the following year as the premium rates for the medical plans.
There will be an open enrollment during the month of December each
year. Employees may select any of the medical plans offered in Exhibit
D during this open enrollment period. Participation in that plan will
begin on January 1st after the selection is made and will remain in
effect until changed by the employee in a future open enrollment
period.
23.403 The Company currently offers an Eau Claire/Chippewa HPP and a Valley
Health Plan. The Company will pay up to the single or family premium
equivalent rate for the Eau Claire/Chippewa Health Protection Plan
(HPP), including the drug and chiropractic coverage. Should the premium
for the Valley Health Plan exceed the premium equivalent rate for the
HPP, employees may, during the open enrollment period, change to the
HPP or remain in the Valley Health Plan and pay to the Company, the
monthly difference between the premium cost of the Valley Health Plan
and the HPP, through payroll deduction.
Article 24
PENSION PLAN
SECTION I
Commencing with the day stated below, the undersigned Employer. I). if subject
to a collective bargaining agreement with the undersigned union
("collective bargaining agreement"), agrees to pay the PAPER INDUSTRY
UNION MANAGEMENT PENSION FUND (hereinafter called the Fund), the amount
stated below for each compensable hour outlined below, for employees
subject to the collective bargaining agreement and for all
noncollectively bargained employees not subject to the collective
bargaining agreement if contribution to the Fund for any
noncollectively bargained employee is made and 2) if a participating
union the amount stated below for each compensable hour for all
noncollectively bargained employees. The compensable hours that payment
to the Fund shall be based are the following, up to a maximum of 2,200
hours in a calendar year.
a) All hours worked, including overtime.
b) Eight (8) hours per day for each holiday not worked, for which
payment is required unless not required by the collective
bargaining agreement.
c) Eight (8) hours per day for all vacation days taken, for which
payment is required, unless not required by the collective
bargaining agreement. The timing of the vacation wage payment and
the employee's time off need not coincide.
d) Eight (8) hours per day for all time for which payment is
required, unless not required by the collective bargaining
agreement (i.e., jury duty, sick leave, funeral leave, etc.)
Language in the collective bargaining agreement to the contrary notwithstanding,
the Employer shall contribute on all individuals performing work
covered by the collective bargaining agreement. Including probationary,
temporary, and part time employees, except for those individuals in the
employ of the Employer for a period of less than sixty (60) calendar
days. Contributions are due for newly hired individuals remaining in
the employ of the Employer beyond sixty (60) calendar days, on a
retroactive basis, as of their date of hire.
In addition, unless the box below marked "none" is marked, the Employer
shall also contribute on the same basis as described below for those
classes of employees covered by the collective bargaining agreement
that are described next to the box marked "other classes."
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SECTION II
The payments so made to the Fund shall be used by it to provide retirement
benefits for eligible employees in accordance with the Pension Plan of
said Fund, as determined by the Trustees of said Fund, to be applied to
the eligible employees based on the amount of Employer contribution.
The benefit level described below has been identified for informational
purposes only and reflects the level of benefits associated with the
contribution level at the time the agreement was signed. The Trustees
of the Fund reserve all the rights described in the Agreement and
Declaration of Trust to change or modify the benefit level.
SECTION III:
The Employer hereby agrees to become a party to the Agreement and
Declaration of Trust establishing the said Fund, a copy of which is
annexed to this Agreement and made a part hereof, and agrees to be
bound by all the terms and provisions of said Agreement (including all
amendments thereto, whether adopted before or after the date of the
Agreement). The Employer further agrees irrevocably to designate as its
representative on the Board of Trustees of the Fund such Trustees as
are named in said Agreement and Declaration of Trust as Employer
Trustees together with their successors selected in the manner provided
in the said Agreement.
SECTION IV:
It is understood and agreed that the Pension Plan referred to herein shall
be such as will qualify for approval by the appropriate governmental
agencies where applicable, so as to allow the Employer an income tax
deduction for the contributions paid hereunder.
SECTION V:
This Agreement is to be considered part of the collective bargaining
agreement between the Employer and the Union. The termination date of
the Employer's obligation to contribute to the Fund shall be the same
as the termination date of the said collective bargaining agreement
unless otherwise required by law.
SECTION VI:
If the employer becomes delinquent in its contributions, in addition to
the contributions due the Employer shall also pay to the Fund 1)
interest on delinquencies calculated at the Federal Fund's Discount
Rate plus 2 percent on the day the delinquency occurs, 2) liquidated
damages of 20 percent on delinquent contributions and 3) all costs of
collection (including--without limitation, attorneys' fees and
disbursements).
a) Employer contributions to the fund are due the tenth day of the
month following the payroll period. For example, a January report is
due February 10. b) Contributions are delinquent on the first day of
the second month following the payroll period. For example, a January
report would be delinquent if received on March 1.
Effective Date Contribution Rate Benefit Level
April 1, 1995 $1.341 $1,035.00
April 1, 1996 $1,485 $1,104.00
April 1, 1997 $1.629 $1,173.00
April 1, 1998 $1,773 $1,242.00
April 1, 1999 $1,917 $1,311.00
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Article 25
END OF THE YEAR BONUS
25.101 The Company agrees to pay all of its employees on the payroll June
15,1997 or 1998 or 1999 and remain on the payroll until December 24,
1997 or 1998 or 1999, a $25.00 end of the year bonus.
Article 26
BULLETIN BOARDS
26.101 The Company will supply adequate enclosed bulletin boards for the use
of the Union in the mill for the posting of officially signed bulletins
by an official of the Union.
Article 27
SERVICE AND SAVINGS CLAUSE
27.101 The Company and the Union will comply with all present and future laws
or regulations of federal, state, or local governments. Any provisions
of this Agreement which are in contravention of any federal, state, or
local laws or regulations will be invalid only to the extent that they
are in violation of such laws or regulations. Such an invalidation of
part of the Agreement will not affect the operation of any part of the
Agreement of which the law or regulation is not applicable.
Article 28
TOOL REPLACEMENT
28.101 The Company will replace tools used on the job that are required by
employees to perform their assigned duties if the tool is damaged
beyond safe or practical use in the performance of these duties. The
damaged tool must have been of a recognized quality for industrial work
and must be presented to the employee's supervisor with an explanation
of the reason for the damage.
Article 29
EDUCATIONAL EXPENSES
29.101 The Company agrees to provide cash advances or reimburse employees for
expenses incurred in attending Company mandated training. All
reasonable expenditures for tuition including testing fees, books,
travel, lodging, meals and course required materials (not including
tools) will be reimbursed. Any expenses incurred in subsequently
repeated courses or tests will be reimbursed
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only after successful completion. It will be the employee's
responsibility to request said payments on appropriate Company forms
with all required documentation.
Article 30
SAFETY EQUIPMENT
30.101 The Company agrees to pay 50% (up to two times per year, up to a
maximum of $60 each time) of the cost of safety shoes. The company
agrees to pay 50% (up to once every two years up to a maximum of $60
each time) for the cost of prescription safety glasses.
Article 31
CENTRAL MAINTENANCE FLEXIBILITY
31.101 It is the intent of the Company and the Union to increase individual
productivity throughout the workforce through added skills and
responsibilities, resulting in a multi-skilled workforce in which work
is performed in the most efficient manner.
To accomplish a portion of this goal, Central Maintenance will be
organized along the following guidelines and with these key features:
A. Organization
1. Current craft classifications will be maintained. However, arbitrary
divisions of labor between current craft classifications are eliminated.
2. Crafts people are expected to utilize skills already possessed to perform
tasks.
3. Recognizing that there may be exceptions which will be dealt with by
theMaintenance Review Committee, crafts people are expected to develop new
skills to be utilized in performing required maintenance tasks.
4. Maintenance personnel will be assigned to areas as workload/skill
requirements dictate. These area teams will be expected to coordinate
themselves across "craft" lines.
5. Safety is a priority.
B. Wage Structure
1. Base compensation for all crafts will be equal.
2. Base compensation will be adjusted incrementally with
the attainment of additional skills.
3. Incremental adjustments will be timed to ensure uniform
movement.
C. Skill Levels
1. Seniority will be utilized to the extent possible to
allow people to choose secondary crafts. However,
business needs will dictate which secondary skills are
trained for first.
2. Minimum skill requirements necessary for attaining a
secondary skill level will be determined by the
Maintenance Review Board.
3. Qualification for secondary or higher skill levels will
be determined by a majority of the Maintenance Review
Board.
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4. All employees will have, on a seniority basis, an
opportunity to develop a secondary skill before another
employee will have an opportunity to develop a third
skill.
D. Other Features/Comments
1. The erosion of currently held specialized maintenance
skills will not be allowed. Also, specialized area
skills/ownership will be maintained.
2. Overtime assignments will be made based on "primary"
craft requirements, seniority, first within the area
team, then other maintenance teams as required.
E. Additional Maintenance Skills
1. Maintenance managers, with input from the area teams,
are expected to plan and schedule their work with
appropriate documentation.
2. Maintenance managers, with input from the area teams,
are expected to develop necessary skills required for
planning, prioritizing, scheduling and assigning work.
3. Maintenance managers, with input from the area teams,
are expected to manage parts and capital spares in
coordination with the storeroom.
4. Maintenance managers are expected to meet with the area
team to determine if changes in maintenance resources
are required for any given task or time.
F. As a result of the Union's cooperation in helping develop this
flex craft program, no jobs will be eliminated as a result of
implementation of the flex plan program except due to group
attrition as defined in the Department Consolidation
Agreement.
Article 32
JOINTNESS AGREEMENT
32.101 This memorandum is jointly arrived at by the Union and Company and is
intended to be a guideline for an ongoing process which will enable
both parties to change the labor/management relationship through a
truly joint, cooperative effort. Both parties believe that changing the
labor/management relationship is needed, possible, and essential to the
long term well-being of the business and all people at the Eau Claire
operation.
32.102 This joint effort is a proactive attempt to enhance and protect the
legitimate interests of both the Union and Management. It is a true
labor/management participatory program.
32.103 The purpose of Union and Management participation in this joint effort
is to provide maximum job security and personal job satisfaction for
all workers, to give the Union and the Company a vehicle to explore and
pursue their common goals, to give workers a meaningful voice in
decision making, to enhance the pride and dignity of all participants,
and to help produce the highest quality products and services possible.
32.104 It is the intent of the parties to this agreement that a spirit of
harmony and cooperation will prevail in the context of continuing
business viability. The process will be used to improve productivity,
quality and job security through more intelligent work organization and
use of resources.
32.105 Management accepts the basic right of Local 42 to represent employees
covered in the bargaining unit. Therefore, Local 42 will have equal
authority to determine what issues will be addressed in the joint
discussions. This includes issues relating to working conditions as
well as other needs and concerns of the membership. Participation by
Local 42 members in the design and
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development of programs will be strictly voluntary. There will be no
harassment or reprisals of any kind to union members because of direct or
indirect involvement or lack of involvement in the joint discussions or
the programs arising out of the joint discussions. The schedule and
agendas for all meetings will be available to all participants at least 48
hours in advance. The Union representatives will have the right to
establish agenda items. In general, the schedule and agenda will be
strictly adhered to. Union members will participate in facilitating the
meetings but the Company will pay all reasonable costs inherent in
facilitating the meetings. The Union is also guaranteed the right to meet
with its members prior to joint meetings and have full and timely access
to all necessary and appropriate Company information. The use of data
produced by and for the Committee will remain under joint control. Union
officials will have access to all data produced through this joint
process.
32.106 Top Union and site management officials must have a direct role in the
process to guarantee that the policies, ideas, and procedures are acted
upon. Authority for implementing proposals will be clearly defined with
timelines and procedures for accountability. If gain sharing, pay for
knowledge or other flexible compensation systems are designed by both
the Union and Management, the compensation schemes will not be used in
lieu of wage increases. The parties also agree that health and safety
concerns are a priority and can be raised by either party. The goal is
an injury free environment.
32.107 All labor management communications to Local 42 members pertaining to
this agreement and programs developed under the agreement, by either
the Company or the Union, must have prior review and approval and be
signed by representatives of both parties. The Union will select any
Union members given responsibility for program implementation.
32.108 The Committee and programs implemented as a result of the Committee
will be reevaluated by both Management and the Union on an equal basis.
Article 33
COMPANY AFFAIRS AND PROCESSES
33.101 All affairs of the Company are to be considered as confidential, and no
employee is permitted to give out any information for publication or
otherwise unless authorized by the Operation Manager or his authorized
representative.
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Signed this ______ day of ______________ , _______ , at Eau Claire, Wisconsin.
UNITED PAPERWORKERS
INTERNATIONAL UNION
------------------------------
X. Xxxxx
EAU XXXXXX LOCAL NO. 42 XXXX & TALBOT WI., INC.
------------------------------ ------------------------------
X. XxXxxxx X. Xxxxxx
------------------------------ ------------------------------
X. Xxxxxxx X. Xxxxxx
------------------------------ ------------------------------
X. Xxxx X. Xxxxxxxxx
------------------------------ ------------------------------
X. Xxxxx X. Xxxxx
------------------------------
X. Xxxxxx
------------------------------
X. Xxxxxx
------------------------------
X. Xxxxxxx
------------------------------
X. Xxxxx
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Exhibit A
SAFETY RULES
It will be the duty and responsibility of every employee to observe and
comply with the Safety Rules of Xxxx & Xxxxxx Wis., Inc. and in addition, to
perform every duty assignment with due regard for his personal safety and that
of his fellow employees.
These rules will be enforced by every supervisor. In addition, supervision
will prescribe and employees will observe other safety precautions and
procedures made necessary by specific situations.
In case of EMERGENCY involving hazard to life, a supervisor or employee in
charge may suspend any of these rules which he may consider temporarily
necessary to permit proper handling of the specific emergency. In any such case,
the person so acting will be fully accountable for the reasonableness of his
actions and for any accident or interruption resulting therefrom.
1. Good housekeeping must be maintained at all times.
a) Aisles kept clear.
b) Materials and supplies properly stored.
c) Refuse and waste properly disposed of.
d) Spills cleaned up immediately.
e) Equipment and facilities kept clean and orderly.
2. Fire fighting equipment must be accessible at all times. This equipment
will be used for fire fighting only.
3. Safety equipment, such as eye protection, safety hats, shoes, protective
clothing, hair enclosures, etc., will be worn as directed by departmental
policy.
4. Smoking is not permitted except in authorized and posted smoking areas.
5. Safety shoes are required. Open toed shoes, sandals, tennis shoes and
other shoes that do not provide adequate foot protection are prohibited.
NO ONE IS TO WORK WITH LOOSE CLOTHING. Shirt tails must be tucked in at
all times and if sleeves are rolled up they must be rolled above the
elbow.
6. Hair reaching the shoulders must be enclosed in a protective covering.
7. Personnel must exercise caution when moving about the mill. Running,
except in case of emergency, is prohibited.
8. Throwing of items, playing practical jokes on fellow employees, or other
forms of horseplay will not be tolerated.
9. All transport vehicles will be operated with full consideration for the
safety of the operator and that of other drivers and pedestrians as well.
10. No one is allowed to ride on a transport other than the operator of the
vehicle.
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44
11. Employees are forbidden to use compressed air to clean clothing and for
any other purpose other than in the performance of their work.
12. Employees will not operate machines which are not part of their work and
to which they are not assigned.
13. Employees will avoid standing or passing under suspended loads (hoists,
parent rolls, fork trucks, etc.).
14. An employee must have all guards in place while operating any machinery or
equipment. If removed, they are to be immediately replaced, or the reason
for not replacing them reported to the supervisor.
15. Tools, personal safety equipment, and other equipment will be kept in
good, serviceable condition. They will be inspected and checked frequently
and replacement or repairs made as necessary.
16. All personnel coming in contact with hazardous chemicals will familiarize
themselves with the necessary safety precautions and handle all chemicals
according to authorized procedures. Material Safety Data Sheets on all
chemicals used in the plant are maintained in the Medical Office.
17. Rules pertaining to lock out procedures must be followed by all personnel.
18. Unauthorized employees must not adjust or repair electrical equipment.
19. All warning signs, bulletins, and tags are for your protection, and will
be obeyed.
20. Proper lifting procedures will be followed when handling any materials or
equipment. Lift with the legs, keeping the back straight.
21. Unauthorized personnel must not enter posted restricted areas.
22. Report unsafe conditions to your supervisor IMMEDIATELY.
23. Every accident is to be reported to your supervisor where personal injury
is involved during working hours.
24. General Safety Rules are intended to cover the major kinds of work in your
department, but are not necessarily complete for every occupation.
Therefore, supervisors are expected to prescribe and employees to observe
additional safety procedures and precautions as required.
IN CASE OF INJURY
In case of injury, no matter how slight, the injured must immediately
report same to his supervisor and the supervisor must make a written report to
the Health & Safety Department on forms provided.
Competent medical attention will be available for all injuries.
The expense of any medical attention, other than that provided for by this
Company or the DILHR will be paid by the injured.
An employee who is entitled to compensation for an injury sustained in
this Company's plant need not engage a lawyer. Upon application to the Company's
physician, the employee will be given a form which he can himself forward to the
DILHR and save himself unnecessary expense.
ALL INJURIES MUST BE REPORTED BEFORE LEAVING COMPANY PROPERTY
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EXHIBIT B
PLANT AND COMPANY RULES
The Company's rules for the employees are hereby mutually adopted, and it
will be the duty of both parties to see that same are enforced. Such rules will
be posted in each department. Any changes in rules of safety are to be posted
and the Union notified of said changes.
GENERAL
Workmen must not permit their attention to be distracted from their work
by the presence of visitors in the plant or by any unusual occurrence that does
not affect them personally.
Employees must not interfere with the operation of, or tamper with,
lighting or heating apparatus, or with any of the water, steam, or gas valves,
telephone or time stamps in any of the departments.
Employees must not tamper with fire extinguishers. In case it is necessary
to change the location of an extinguisher, a request in writing, giving the
reason for the change, will be made by the supervisor to the maintenance
manager, who will issue the proper instructions, make a record of the new
location and notify the persons affected.
The painting, writing or marking of signs on doors, walls, or any part of
the plant is not permitted.
VISITORS
No visitors are permitted in the plant at any time, except with a pass
properly issued according to current procedures. ALL visitors must be
accompanied by a guide.
SOLICITATIONS
No collections, subscriptions or solicitations of any kind will be made in
the plant by employees or others, without the permission of the Operation
Manager or his authorized representative.
TELEPHONES
Plant or Company telephones must not be used for outgoing personal
telephone calls, except in case of an emergency.
Incoming personal telephone calls for employees will be accepted and the
messages delivered to employees only when the call is of an emergency nature.
CHANGE OF ADDRESS
Any employee moving or changing his place of residence must turn in his
new address and new telephone number to the Human Resources Department promptly.
BULLETINS
Notices must not be posted on Company property by employees except on the
official bulletin boards.
In each case permission of the Operation Manager or his authorized
representative must be secured before any notice is posted.
LOITERING
Loitering at any time around time clocks and the time office is
prohibited.
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46
LEAVING THE PLANT
No employee is to leave the plant or work area during working hours
without permission of the head of his department.
No employee is permitted to loiter in his department after he has
completed his day's work, nor allowed to visit other departments in the plant
before commencing and after completing his day's work without a signed pass from
the office.
An employee is not permitted to go from one department to another, except:
(1) When going to or from his work. (2) In the discharge of his duty.
CLEANLINESS
A clean plant is a safe plant. With this in mind, every employee should
give his full cooperation in keeping our plant clean.
1. Do not throw waste paper, such as candy bar wrappers, wrapping paper
or sacks on the floor.
2. Be sure to properly dispose of all remains of lunches eaten at the
mill.
3. Keep the restrooms sanitary and clean.
4. Keep the aisles clear.
5. Clean up slippery or greasy places.
6. Do not spit on the floor.
7. Keep drinking fountains sanitary.
8. Dispose of old, discarded clothing.
This plant is your home eight hours a day, please respect it.
EQUIPMENT
Each employee is responsible for the cleanliness and condition of the
machinery and equipment with which he works and of the location in which he
works.
Each employee is responsible for reporting to his supervisor any need for
repairs to machines or equipment with which he works.
Repeated and deliberate violation of these rules make the employee liable
to disciplinary action to include two written warnings and subsequent possible
discharge.
MAINTAINING ORDER
Unnecessary and violent arguments, fighting, or playing while on duty are
considered disorderly conduct.
GARNISHMENTS
Employees who are repeatedly or habitually subjected to garnishments or
attachments are subject to dismissal except as prohibited or regulated by State
and Federal agencies.
STOREROOM
No material will be issued at the storeroom without a properly signed
requisition or material ticket.
REMOVAL OF ARTICLES FROM PLANT
Nothing is to be removed from the plant without a signed release issued by
an authorized person.
Guards are instructed to enforce this rule and are authorized to inspect
all packages and containers.
FALSIFICATION OF RECORDS
The falsification of time, production or other records constitutes
dishonesty and subjects the employee to immediate discharge.
CAUSES FOR IMMEDIATE DISCHARGE
46
47
A. Bringing intoxicants into or consuming intoxicants in the mill or on
mill premises.
B. Reporting for duty under influence of liquor.
C. Disobedience.
D. Smoking while on duty in prohibited areas.
E. Deliberate destruction or removal of Company's or another employee's
property.
F. Neglect of duty.
G. Refusal to comply with Plant and Company rules.
H. Disorderly conduct.
I. Dishonesty.
J. Sleeping on duty.
K. Giving or taking a bribe of any nature as an inducement to obtaining
work or retaining a position.
L. Reading of books, magazines or newspapers while on duty, except
where required in the line of duty.
M. Failure to report for duty without bona fide reasons.
N. Horseplay with air hoses or other equipment.
O. Gambling - use of cards, dice or syndicated pools and lotteries in
printed form on Company premises.
P. Bringing firearms, concealed weapons or explosives onto Company
property.
Q. Bringing or consuming illegal drugs on the mill premises, except
duly prescribed drugs.
R. Tampering with, marking or otherwise defacing any Company notices,
bulletin boards, etc.
The foregoing are not inclusive. There are other examples of unacceptable
conduct which will not limit Management in its prerogative to maintain
discipline and to apply disciplinary action for misconduct that is not listed
but which is properly and customarily the subject of disciplinary action. If it
becomes necessary to establish additional rules, employees will be notified of
such mutually adapted rules by posting them on the bulletin boards.
EXHIBIT C
RATE SCHEDULE
EFFECTIVE APRIL 1, 1997 -- MARCH 31, 2000
40 Hours Weekly Schedule
The shift differential for the duration of this Agreement will be as
follows:
Second Shift Third Shift
------------ -----------
Effective April 1, 1997 $0.35 /hr. $0.45 /hr.
Vacation replacements as defined in Article 10, Paragraph 10.4 of this
Agreement will be paid $0.50 per hour less than the rate of the job on which
they are working during any period of temporary employment.
New employees will be $0.50 per hour less than the rate of the job they
are working on during the first 30 days of employment.
Base Rate
Effective April 1, 1997 $13.18
Effective April 1, 1998 $13.43
Effective April 1, 1999 $13.68
------------------------------------------------------------------------------------------------------------
CODE JOB DEPARTMENT STRUCTURE RATE RATE RATE
4/1/97 4/1/98 4/1/99
------------------------------------------------------------------------------------------------------------
1600 WTP OPERATOR BASE PAPER MAKING STOCK PREP 14.88 15.13 15.38
------------------------------------------------------------------------------------------------------------
47
48
------------------------------------------------------------------------------------------------------------
1601 WTP OPERATOR BASE+1 PAPER MAKING STOCK PREP 14.97 15.22 15.47
------------------------------------------------------------------------------------------------------------
1602 WTP OPERATOR BASE+2 PAPER MAKING STOCK PREP 15.06 15.31 15.56
------------------------------------------------------------------------------------------------------------
1603 WTP OPERATOR BASE+3 PAPER MAKING STOCK PREP 15.15 15.40 15.65
------------------------------------------------------------------------------------------------------------
1604 WTP OPERATOR BASE+4 PAPER MAKING STOCK PREP 15.24 15.49 15.74
------------------------------------------------------------------------------------------------------------
1605 WTP OPERATOR DNR LICENSE PAPER MAKING STOCK PREP 15.35 15.60 15.85
------------------------------------------------------------------------------------------------------------
1801 MATERIAL AUDITOR PAPER CONVERTIN LAB 14.38 14.63 14.88
------------------------------------------------------------------------------------------------------------
1802 MATERIAL TESTER PAPER CONVERTIN LAB 14.17 14.42 14.67
------------------------------------------------------------------------------------------------------------
2001 NO.1 HYDROPULPER OPERATOR PAPER MAKING STOCK PREP 14.64 14.89 15.14
------------------------------------------------------------------------------------------------------------
2004 NO.4&5 HYDROPULPER OPERATOR PAPER MAKING STOCK PREP 14.64 14.89 15.14
------------------------------------------------------------------------------------------------------------
2600 STOCK RUNNER-NO.4 SYSTEM PAPER MAKING STOCK PREP 15.74 15.99 16.24
------------------------------------------------------------------------------------------------------------
2604 UTILITY CHEMICAL PAPER MAKING STOCK PREP 13.94 14.19 14.44
------------------------------------------------------------------------------------------------------------
2701 FORKLIFT DRIVERS-YARD PAPER MAKING YARD 14.64 14.89 15.14
------------------------------------------------------------------------------------------------------------
3004 CLEAN-UP/UTILITY PAPER MAKING SANITATION 13.33 13.58 13.83
------------------------------------------------------------------------------------------------------------
3008 GENERAL CLEAN-UP PAPER MAKING SANITATION 13.18 13.43 13.68
------------------------------------------------------------------------------------------------------------
3010 PROCESS SPECIALIST PAPER MAKING SANITATION 14.54 14.79 15.04
------------------------------------------------------------------------------------------------------------
3301 MACHINE TENDER NO.3 PAPER MAKING PAPER MACHINE 16.80 17.05 17.30
------------------------------------------------------------------------------------------------------------
3302 BACK TENDER NO.3 PAPER MAKING PAPER MACHINE 16.13 16.38 16.63
------------------------------------------------------------------------------------------------------------
3303 THIRD HAND NO.3 PAPER MAKING PAPER MACHINE 15.73 15.98 16.23
------------------------------------------------------------------------------------------------------------
3304 FOURTH HAND NO.3 PAPER MAKING PAPER MACHINE 14.88 15.13 15.38
------------------------------------------------------------------------------------------------------------
3501 MACHINE TENDER NO.5 PAPER MAKING PAPER MACHINE 17.05 17.30 17.55
------------------------------------------------------------------------------------------------------------
3502 BACK TENDER NO.5 PAPER MAKING PAPER MACHINE 16.44 16.69 16.94
------------------------------------------------------------------------------------------------------------
3503 THIRD HAND NO.5 PAPER MAKING PAPER MACHINE 15.78 16.03 16.28
------------------------------------------------------------------------------------------------------------
3504 FOURTH HAND NO.5 PAPER MAKING PAPER MACHINE 15.21 15.46 15.71
------------------------------------------------------------------------------------------------------------
3508 UTILITY/PAPER MACH PAPER MAKING PAPER MACHINE 14.20 14.45 14.70
------------------------------------------------------------------------------------------------------------
3702 FRONT END LOADER OPR. PAPER MAKING YARD 13.44 13.69 13.94
------------------------------------------------------------------------------------------------------------
3703 YARD LABOR PAPER MAKING YARD 13.18 13.43 13.68
------------------------------------------------------------------------------------------------------------
4045 FACIAL MACHINE OPER, LEVEL 3 PAPER CONVERTIN PAPER PRODUCTS 14.73 14.98 15.23
------------------------------------------------------------------------------------------------------------
4049 FACIAL UTILITY/CLEAN-UP PAPER CONVERTIN PAPER PRODUCTS 13.94 14.19 14.44
------------------------------------------------------------------------------------------------------------
4050 BACKSTAND OPR/MAINT. RELIEF PAPER CONVERTIN PAPER PRODUCTS 14.15 14.40 14.65
------------------------------------------------------------------------------------------------------------
4304 HEAD PRINTER PAPER CONVERTIN PRINTING 15.00 15.25 15.50
------------------------------------------------------------------------------------------------------------
4305 PRINTER OPERATOR/MAINTENANCE PAPER CONVERTIN PRINTING 14.49 14.74 14.99
------------------------------------------------------------------------------------------------------------
4501 MAINT. SUPPORT [START-No Exp] PAPER CONVERTIN PAPER PRODUCTS 14.02 14.27 14.52
------------------------------------------------------------------------------------------------------------
4502 MAINT. SUPPORT [90 N.E.] PAPER CONVERTIN PAPER PRODUCTS 14.33 14.58 14.83
------------------------------------------------------------------------------------------------------------
4503 MAINT. SUPPORT [180 N.E.] PAPER CONVERTIN PAPER PRODUCTS 14.52 14.77 15.02
------------------------------------------------------------------------------------------------------------
4504 MAINT. SUPPORT [270 NE-] PAPER CONVERTIN PAPER PRODUCTS 14.73 14.98 15.23
------------------------------------------------------------------------------------------------------------
4505 MAINT. SUPPORT [360 NE] PAPER CONVERTIN PAPER PRODUCTS 14.97 15.22 15.47
------------------------------------------------------------------------------------------------------------
4506 MAINT. SUPPORT [450 NE] PAPER CONVERTIN PAPER PRODUCTS 15.17 15.42 15.67
------------------------------------------------------------------------------------------------------------
4507 MAINT. SUPPORT [540 NE] PAPER CONVERTIN PAPER PRODUCTS 15.40 15.65 15.90
------------------------------------------------------------------------------------------------------------
4508 MAINT. SUPPORT [TOP RATE] PAPER CONVERTIN PAPER PRODUCTS 15.63 15.88 16.13
------------------------------------------------------------------------------------------------------------
4509 MATERIAL SUPPORT OPERATOR PAPER CONVERTIN PAPER PRODUCTS 14.15 14.40 14.65
------------------------------------------------------------------------------------------------------------
4510 NAPKIN SYSTEM LEVEL 1 PAPER CONVERTIN PAPER PRODUCTS 14.27 14.52 14.77
------------------------------------------------------------------------------------------------------------
4511 NAPKIN SYSTEM LEVEL 2 PAPER CONVERTIN PAPER PRODUCTS 14.35 14.60 14.85
------------------------------------------------------------------------------------------------------------
4512 NAPKIN SYSTEM LEVEL 3 PAPER CONVERTIN PAPER PRODUCTS 14.47 14.72 14.97
------------------------------------------------------------------------------------------------------------
4513 BRT SYSTEM LEVEL 1 PAPER CONVERTIN PAPER PRODUCTS 14.59 14.84 15.09
------------------------------------------------------------------------------------------------------------
4514 BRT SYSTEM LEVEL 2 PAPER CONVERTIN PAPER PRODUCTS 14.64 14.89 15.14
------------------------------------------------------------------------------------------------------------
4515 BRT SYSTEM LEVEL 3 PAPER CONVERTIN PAPER PRODUCTS 14.84 15.09 15.34
------------------------------------------------------------------------------------------------------------
4516 HHT SYSTEM LEVEL 1 PAPER CONVERTIN PAPER PRODUCTS 14.64 14.89 15.14
------------------------------------------------------------------------------------------------------------
4517 HHT SYSTEM LEVEL 2 PAPER CONVERTIN PAPER PRODUCTS 14.74 14.99 15.24
------------------------------------------------------------------------------------------------------------
4518 HHT SYSTEM LEVEL 3 PAPER CONVERTIN PAPER PRODUCTS 14.93 15.18 15.43
------------------------------------------------------------------------------------------------------------
4526 MEZZANINE SUPPORT PAPER CONVERTIN PAPER PRODUCTS 14.17 14.42 14.67
------------------------------------------------------------------------------------------------------------
4527 MEZZANINE SUPPORT PAPER CONVERTIN PAPER PRODUCTS 14.17 14.42 14.67
------------------------------------------------------------------------------------------------------------
5010 ULF OPERATOR/MAINTENANCE PAPER CONVERTIN SHIPPING 14.52 14.77 15.02
------------------------------------------------------------------------------------------------------------
5013 WAREHOUSE DRIVER PAPER CONVERTIN SHIPPING 14.12 14.37 14.62
------------------------------------------------------------------------------------------------------------
5015 UTILITY COORDINATOR PAPER CONVERTIN SHIPPING 14.12 14.37 14.62
------------------------------------------------------------------------------------------------------------
5016 WAREHOUSE DRIVER/ULF PAPER CONVERTIN SHIPPING 14.12 14.37 14.62
------------------------------------------------------------------------------------------------------------
5017 SPOTTER DRIVER/UTILITY PAPER CONVERTIN SHIPPING 14.12 14.37 14.62
------------------------------------------------------------------------------------------------------------
6002 SAMPLES CELL & MISC WAREHOUSE PAPER CONVERTIN WAREHSE & REC. 13.83 14.08 14.33
------------------------------------------------------------------------------------------------------------
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------------------------------------------------------------------------------------------------------------
6004 RECEIVING PAPER CONVERTIN WAREHSE & REC. 14.05 14.30 14.55
------------------------------------------------------------------------------------------------------------
6005 CENTRAL STORE/RECEIVING CLERK PAPER CONVERTIN WAREHOUSE 13.73 13.98 14.23
------------------------------------------------------------------------------------------------------------
7000 MILLWRIGHT CENTRAL MAINT. MILLWRIGHT 16.25 16.50 16.75
------------------------------------------------------------------------------------------------------------
7001 MILLWRIGHT + 1 CRAFT CENTRAL MAINT. MILLWRIGHT 16.50 16.75 17.00
------------------------------------------------------------------------------------------------------------
7002 MILLWRIGHT +2 CRAFTS CENTRAL MAINT. MILLWRIGHT 16.75 17.00 17.25
------------------------------------------------------------------------------------------------------------
7100 ELECTRICIAN CENTRAL MAINT. ELECTRICIAN 16.25 16.50 16.75
------------------------------------------------------------------------------------------------------------
7101 ELECTRICIAN + 1 CRAFT CENTRAL MAINT. ELECTRICIAN 16.50 16.75 17.00
------------------------------------------------------------------------------------------------------------
7102 ELECTRICIAN + 2 CRAFTS CENTRAL MAINT. ELECTRICIAN 16.75 17.00 17.25
------------------------------------------------------------------------------------------------------------
7200 MACHINIST CENTRAL MAINT. MACHINE SHOP 16.25 16.50 16.75
------------------------------------------------------------------------------------------------------------
7201 MACHINIST + 1 CRAFT CENTRAL MAINT. MACHINE SHOP 16.50 16.75 17.00
------------------------------------------------------------------------------------------------------------
7202 MACHINIST + 2 CRAFTS CENTRAL MAINT. MACHINE SHOP 16.75 17.00 17.25
------------------------------------------------------------------------------------------------------------
7300 PIPEFITTER CENTRAL MAINT. PIPE SHOP 16.25 16.50 16.75
------------------------------------------------------------------------------------------------------------
7301 PIPEFITTER + 1 CRAFT CENTRAL MAINT. PIPE SHOP 16.50 16.75 17.00
------------------------------------------------------------------------------------------------------------
7302 PIPEFITTER + 2 CRAFTS CENTRAL MAINT. PIPE SHOP 16.75 17.00 17.25
------------------------------------------------------------------------------------------------------------
7400 CONSTRUCTION CENTRAL MAINT. CONSTRUCTION 16.25 16.50 16.75
------------------------------------------------------------------------------------------------------------
7401 CONSTRUCTION + 1 CRAFT CENTRAL MAINT. CONSTRUCTION 16.50 16.75 17.00
------------------------------------------------------------------------------------------------------------
7402 CONSTRUCTION + 2 CRAFTS CENTRAL MAINT. CONSTRUCTION 16.75 17.00 17.25
------------------------------------------------------------------------------------------------------------
7500 OILER CENTRAL MAINT. OILER 16.25 16.50 16.75
------------------------------------------------------------------------------------------------------------
7501 OILER + 1 CRAFT CENTRAL MAINT. OILER 16.50 16.75 17.00
------------------------------------------------------------------------------------------------------------
7502 OILER + 2 CRAFTS CENTRAL MAINT. OILER 16.75 17.00 17.25
------------------------------------------------------------------------------------------------------------
7600 INSTRUMENTATION TECH CENTRAL MAINT. INSTRUMENTATIO 16.25 16.50 16.75
------------------------------------------------------------------------------------------------------------
7601 INSTRUMENTATION TECH + 1 CENTRAL MAINT. INSTRUMENTATIO 16.50 16.75 17.00
CRAFT
------------------------------------------------------------------------------------------------------------
7602 INSTRUMENTATION TECH +2 CENTRAL MAINT. INSTRUMENTATIO 16.75 17.00 17.25
CRAFTS
------------------------------------------------------------------------------------------------------------
7800 WELDER CENTRAL MAINT. MACHINE SHOP 16.25 16.50 16.75
------------------------------------------------------------------------------------------------------------
7801 WELDER + 1 CRAFT CENTRAL MAINT. MACHINE SHOP 16.50 16.75 17.00
------------------------------------------------------------------------------------------------------------
7802 WELDER + 2 CRAFTS CENTRAL MAINT. MACHINE SHOP 16.75 17.00 17.25
------------------------------------------------------------------------------------------------------------
7901 1ST YEAR APPRENTICE CENTRAL MAINT. MAINTENANCE 14.72 14.97 15.22
------------------------------------------------------------------------------------------------------------
7902 2ND YEAR APPRENTICE CENTRAL MAINT. MAINTENANCE 15.09 15.34 15.59
------------------------------------------------------------------------------------------------------------
7903 THIRD YEAR APPRENTICE CENTRAL MAINT. MAINTENANCE 15.49 15.74 15.99
------------------------------------------------------------------------------------------------------------
7904 FOURTH YEAR APPRENTICE CENTRAL MAINT. MAINTENANCE 15.89 16.14 16.39
------------------------------------------------------------------------------------------------------------
8001 STEAM PLANT OPERATOR PAPER MAKING STEAM PLANT 14.88 15.13 15.38
------------------------------------------------------------------------------------------------------------
8002 STEAM PLANT OPERATOR-LICENSED PAPER MAKING STEAM PLANT 15.35 15.60 15.85
--------- ------------------------------ -------------------- ------------------- -------- --------- -------
Spare supervisor rates will be $0.15 higher than the highest regular rate
within the Department.
Spare tour boss rates will be $0.20 higher than the highest regular rate
within the Department.
Spare maintenance supervisor rates will be $0.35 higher than the highest
regular rate within the Department.
EXHIBIT D
INSURANCE SUMMARY
1. All full-time employees and their dependents are eligible for the
following health and dental benefits after meeting the eligibility
requirements of Article 23.
2. There are currently two medical plans.
Xxxx & Xxxxxx Medical/Dental Plan
o The individual deductible will change from $100 with a family limit
of $300 to $250 with a family limit of $750 per calendar year.
o The individual out-of-pocket expense limit, after the deductible is
satisfied, will be $250 per person/$750 per family of covered
expense in a calendar year.
o This plan will remain at 90/10 through the contract
49
50
Xxxx & Talbot Dental Plan (NO medical)
o There are no plan changes
Valley Medical Plan
o There are no plan changes, except that the Company, in consultation
with the Cost Containment committee, reserves the right to change
carriers provided the new plan is comparable.
Contributions (all plans)
o Employee contribution of $5/week will be required from employees who
enroll in the Wausau Medical/Dental plan or the Valley Medical Plan.
All employees will be given the option of paying the required
premium contributions on a pre-tax basis through a salary reduction
arrangement as provided by Internal Revenue Code Section 125.
Future Changes
o Contributions (effective January 1, 1998, through December 31, 1998)
* Employee contributions of $6/week will be required from
employees who enroll in the
Wausau Medical/Dental Plan or the Valley Medical Plan.
o Contributions (effective January 1, 1999, through December 31, 1999)
* Employee contributions of $8/week will be required from
employees who enroll in the
Wausau Medical/Dental Plan or the Valley Medical Plan.
b) Same as above
c) The Eau Claire/Chippewa Health Protection Plan - Provider
Choice. This plan is fully described in the Summary Plan
Description which will be updated and given to employees. This
is policy #0000-00-000000 with Wausau Insurance Companies.
d) The Midelfort Health Maintenance Plan. This plan is fully
described in the Summary Plan Description given to employees.
This is policy #456 with the Midelfort Clinic, Inc.
3. The dental plan is the Smile Plan and is fully described in the Summary
Plan Booklet given to employees. This plan will also have changes made
effective January 1, 1994 and new Summary Plan Descriptions will be
issued. This is policy #0000-00-000000 with Wausau Insurance Companies.
4. Effective April 1, 1997 - March 31, 2000, the Accident & Sickness benefit
is provided as part of the health plans and is described in the Summary
Plan Description. The current level is $370/week.
5. The prescription drug plan will be a part of the Eau Claire/Chippewa
Health Protection Plan - Provider Choice. The deductible will be $10.00
for branded drugs or $5.00 for generic drugs. The program will be
described in the updated Summary Plan Description. The prescription drug
plan under the Midelfort Health Maintenance Plan will apply when employees
elect coverage under that plan.
6. All active full-time employees after meeting the eligibility requirements
in Article 23 are eligible for life and AD&D insurance amounts as follows:
Effective April 1993 and through the duration of this Agreement
Term Life
Accidental Death & Dismemberment
50
51
7. Retired employees are eligible for $3,750 of life insurance coverage. The
life insurance coverage for both active and retired employees is carried
by the Principal Mutual Life Insurance Company (formerly The Bankers Life
Company) and is policy number GL 28430-1B.
8. Retired employees and spouses are also eligible for health and dental
coverage as described in Article 23.
EXHIBIT E
VACANCY PROGRESSION The following job listings represent the normal upward
movement of employees to temporarily perform the duties of the next higher job
in the list to provide the skills necessary to maintain productivity on
equipment during those times when a person in a job is temporarily absent for
sickness, vacation, etc., and are the progressions referred to in Article 10,
Paragraph 10.2 and its sub-paragraph.
Employees will receive the rate of the job to which they have temporarily
moved up.
PAPER MACHINES
Machine Tender
Back Tender
Third Hand
Fourth Hand
Fifth Hand
MAINTENANCE -- BY CRAFT LINE
Journeyman
Xxxxx 0 Xxxxxxxxxx
Xxxxx 0 Xxxxxxxxxx
Xxxxx 0 Apprentice
Level 1 Apprentice
Maintenance Helper
BOX FACIAL
Facial Machine Operator Level 3 (Head Operator)
Backstand - - - - - - Utility
BATHROOM TISSUE SYSTEMS
51
52
Winder Operator - - - - - - Wrapper Operator
Casepacker Operator
NAPKIN SYSTEMS
System Operators
MATERIAL SUPPORT SYSTEMS
Mezzanine Support
(Core Machine & Sealer Operator)
Material Support (Utility)
Material Handler/Utility
MAINTENANCE SUPPORT
Maintenance Support - - - - - - Lubrication Specialist
Machine Operator
PRINTING
Head Printer
Printer Operator/Maintenance
STOCK PREPARATION
Stock Runner
Pulper Operator
SHIPPING
Spotter Driver/Utility-Coordinator
Warehouse Driver/ULF - - - - - - Warehouse Driver
WAREHOUSE AND RECEIVING
Truck Driver
Receiver
Jobs not listed in these progressions and the bottom jobs in each
progression will be filled with Labor Pool employees.
52
53
--A--
ABSENCE 28
ADJUSTMENT OF GRIEVANCES 4
arbitration 5
--B--
BULLETIN BOARDS 38
BULLETINS 45
--C--
CALL TIME 24
CAUSES FOR IMMEDIATE DISCHARGE 46
CENTRAL MAINTENANCE FLEXIBILITY 39
CHANGE OF ADDRESS 45
CHEMICAL ABUSE 17
CLEANLINESS 46
COMPANY AFFAIRS AND PROCESSES 41
Company Seniority 6
Continuous Run Operations 16
--D--
Day Workers 16
Starting and Stopping Work 16
Department Consolidation 6
--E--
EDUCATIONAL EXPENSES 38
END OF THE YEAR BONUS 38
EQUIPMENT 46
Essential Services 16
Exchanging Shifts 15
--F--
FALSIFICATION OF RECORDS 46
Filling Permanent Vacancies 9
Filling Temporary Vacancies 10
FUNERAL LEAVE 27
--G--
GARNISHMENTS 46
GENERAL PURPOSES OF AGREEMENT 3
--H--
Health Care Cost Containment 35
holiday
Maintenance Work 30
HOLIDAYS 30
running notice 30
HOURS AND SCHEDULING 14
--I--
IN CASE OF INJURY 44
INSURANCE 33
A&S 50
Accident & Sickness 35
Active Employees - Duration 34
Contributions 50
Death of Employee 34
Dental 50
Disability Benefits 34
Drugs 50
Future Changes 50
Life/AD&D 50
Retired Employees 35
Summary 49
Insurance, A&S
Vacation 33
--J--
JOB ALLOCATION 9
JOINTNESS AGREEMENT 40
JURY DUTY 29
--L--
Labor Pool 7
LAYOFF AND RECALL 8
LEAVING THE PLANT 45
Levels of pay
Converting 19
LOITERING 45
Loss of Seniority 8
--M--
MAINTAINING ORDER 46
Maintenance Apprenticeship 12
meals 15
Millwide seniority 6
--N--
NON-DISCRIMINATION 4
--O--
OUTSIDE CONTRACTORS 27
OVERTIME 24, 26
Central Maintenance 26
emergency, unplanned 25
Required Weekend 25
53
54
--P--
Paper Machine Seniority 7
Pay Practices 20
PENSION PLAN 36
permanent reduction in force 7
Physician's Work Restrictions 13
PLANT AND COMPANY RULES 45
Premium Days 24
PREMIUM PAY 24
Profit Sharing Plan 19
Protection of Seniority 12
--R--
RATE SCHEDULE 47
Recall from temporary layoff 8
RECOGNITION 3
Relief Electrical Operator 11
Relief Positions 10
REMOVAL OF ARTICLES FROM PLANT 46
REPORTING TIME 24
Required Daily Overtime 25
Retirement Savings, 401(k) Plan 23
Retirement Savings,401(k) Plan 23
--S--
SAFETY EQUIPMENT 39
SAFETY RULES 43
Scheduling Changes 15
SENIORITY 6
SERVICE AND SAVINGS CLAUSE 38
Severance Plan 23
shift
start time 24
Shift Workers
Starting and Stopping Work 15
Shifts 15
SOLICITATIONS 45
Speed Clause 21
Steam Plant Licensing 13
STOREROOM 46
STRIKES AND LOCKOUTS 4
successful bids 9
--T--
TELEPHONES 45
temporary reduction in force 7
TERMS OF AGREEMENT 2
TIME KEEPING 16
TOOL REPLACEMENT 38
training rate 19
--U--
UNION MEMBERSHIP 3
--V--
vacancies that occur during the week 8
VACANCY PROGRESSION 51
vacation
Hours of Pay 32
long way 32
pay 33
prorate 32
schedule 32
Vacation Replacements 11
VACATIONS 31
cancellation 32
VISITORS 45
Voluntary layoffs 8
--W--
Wage Retention 20
WAGES 19
Waste Treatment Plant Operator Licensing 13
Wire Change
Xxxxxxx 22
Wire Time 21
Work Week and Running Schedule 14
Worker's Comp
Vacation 33
54
