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EXHIBIT 10(j)
AGREEMENT
BETWEEN
ELECTRO-VOICE, INC.
AND
LOCAL 900
INTERNATIONAL UNION OF
ELECTRONIC, ELECTRICAL, SALARIED,
MACHINE AND FURNITURE WORKERS
AFL-CIO
1993-1996
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TABLE OF CONTENTS
Page
ARTICLE 1 Union Recognition...................................................1
ARTICLE 2 Union Shop..........................................................2
ARTICLE 3 Hours and Overtime..................................................2
ARTICLE 4 Holidays............................................................8
ARTICLE 5 Seniority...........................................................9
ARTICLE 6 Discipline and Discharge...........................................14
ARTICLE 7 Leave of Absence...................................................15
ARTICLE 8 Military Service...................................................19
ARTICLE 9 Inter-Plant Transfer...............................................20
ARTICLE 9A Procedure for Using Extra Help
On Premium Jobs....................................................20
ARTICLE 10 Vacations..........................................................22
ARTICLE 11 Bulletin Boards....................................................26
ARTICLE 12 Union Representation...............................................26
ARTICLE 13 Rest Periods.......................................................27
ARTICLE 14 No Discrimination..................................................28
ARTICLE 15 Supervisors........................................................28
ARTICLE 16 Seniority - Out of Bargaining Unit.................................28
ARTICLE 17 Working Conditions.................................................29
ARTICLE 18 Time Study.........................................................29
ARTICLE 19 Payment for Jury Duty and
Voting on Election Day.............................................29
ARTICLE 20 Notice of Proposed Layoffs.........................................30
ARTICLE 21 Information to Union...............................................30
ARTICLE 22 Job Evaluation.....................................................31
ARTICLE 23 Pension and Severance..............................................31
ARTICLE 24 Group Insurance....................................................32
ARTICLE 25 Posting of Agreement...............................................34
ARTICLE 26 Grievances.........................................................34
ARTICLE 27 Arbitration........................................................35
ARTICLE 28 Tool Room Seniority and Qualifications.............................36
ARTICLE 28AMaintenance Department Seniority...................................37
ARTICLE 29 Premium Job-Transfers..............................................38
ARTICLE 30 Premium Job Layoffs and Recall.....................................38
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Page
ARTICLE 31 Shift Bumping......................................................39
ARTICLE 32 Cost of Living.....................................................39
ARTICLE 33 Job Posting........................................................39
ARTICLE 34 General............................................................42
ARTICLE 35 Compensatory Leave for Sickness or Emergencies.....................44
ARTICLE 36 Hourly Rates.......................................................45
ARTICLE 37 Job Descriptions...................................................50
ARTICLE 38 Plant Closure......................................................72
ARTICLE 39 Duration of Agreement..............................................72
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AGREEMENT
Agreement entered into this 18th day of March, 1993 between
Electro-Voice, Inc., Xxxxxxxx, Michigan, hereinafter called the "Employer" and
Local 900 International Union of Electronic, Electrical, Salaried, Machine and
Furniture Workers, AFL-CIO, herein called the "Union."
The parties of this agreement recognize that without mutual
understanding, harmony and cooperation among employees, and between employees
and employer, it is impossible to operate a business with the economy and
efficiency indispensable to its very existence. We recognize that it is mutually
advantageous to work together to maintain high standards of living, safe,
healthful working conditions, and promote economic and efficient operations in
order that our service to the buyer will enable the business of the Company to
prosper and provide steady employment. We agree to the fullest extent in
obtaining the aforementioned results and recognize the principle of giving a
fair day's work for a fair day's pay.
To achieve these ends both parties agree the Company shall have the
right to move employees to other jobs within their wage group to promote
efficiency. Such moves shall be made fairly and without discrimination.
No employee or employees shall be requested to perform any premium jobs
as long as there are employees cut back and/or bumped with recall rights from
their premium jobs. Employees upgraded to premium jobs over the normal amount of
operators shall be charged to extra help.
Any employee on a premium job that is temporarily out of work due to
machine breakdown or material shortages may be utilized on any equal or lower
grade job for the remainder of that shift. This displaced employee will not be
utilized on any unstaffed jobs for more than one shift.
ARTICLE 1
UNION RECOGNITION
Section 1. The Employer recognizes the Union as the sole and exclusive
collective bargaining agent for all production and maintenance employees and all
apprentices, excluding office help, engineers, and supervisory employees who
have authority to hire and fire, with respect to rates of pay, wages, hours of
employment, and all other conditions of employment. All individual exclusions
from the bargaining unit must be mutually agreed upon by the Employer and the
Union.
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ARTICLE 2
UNION SHOP
Section 1. As a condition of employment all employees covered by this
agreement shall within 30 days after date of execution of this agreement or in
case of new employees immediately after completion of their probationary period
(60 days of work for tool and die makers, machinists, and maintenance
department, 45 days of work for all other new employees) become members of the
Union. A partial day worked shall be construed as a day of work.
Section 2. The employer for said employees shall deduct each week the
Union dues and assessments and promptly remit the same to the Financial
Secretary-Treasurer of the Union, in accordance with data submitted by the
Union.
In the event a probationary employee incurs an obvious plant injury
after working at least 15 days, any subsequent time lost due to such injury
shall be credited to his qualifying time.
Section 3. New employees excepting tool and die makers, machinists, and
maintenance department shall be considered on probation for the first 45 days of
work. Tool and die makers, machinists, and maintenance department shall be
considered on probation for the first 60 days of work. All probationary
employees will be placed on the seniority list as of date of hire upon
completion of their probationary time.
Section 4. A partial day shall be construed as a day of work for all
probationary employees. A partial week shall be regarded as a work week.
Saturdays, Sundays and holidays worked shall be credited to probation time.
Section 5. In case a dispute arises as to whether or not an employee
has failed to maintain his Union membership in good standing, the Union agrees
to assume any liability that may arise from any acts of the Company which result
from its reliance on representation of facts by the Union.
ARTICLE 3
HOURS AND OVERTIME
Section 1. The work week shall be 40 hours per week, 8 hours per day, 5
days per week from Monday through Friday, inclusive.
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Both parties acknowledge that problems relative to hours of work and
the school hours of the children of employees are problems of mutual concern and
interest to both Company and Union.
Therefore, in the interest of attempting to minimize any conflict in
work hours vs. school hours, it is agreed that the following hours of work will
be observed.
(A) Beginning with the first Monday in June thru Labor Day:
1. FIRST SHIFT.......................................7:00 a.m.-3:30 p.m.
SECOND SHIFT....................................3:30 p.m.-12 MIDNIGHT
THIRD SHIFT......................................10:30 p.m.-7:00 a.m.
(B) Beginning with the first Tuesday after Labor Day to the first Monday in
June:
1. FIRST SHIFT.......................................8:00 a.m.-4:30 p.m.
SECOND SHIFT......................................4:30 p.m.-1:00 a.m.
THIRD SHIFT......................................11:30 p.m.-8:00 a.m.
(C) Paychecks will be issued on Friday mornings or on the morning of the last
scheduled work day. The only exception would be if a pay day is on a
Wednesday and checks cannot be run on computers in time for Wednesday
morning distribution.
Section 2. All work performed in excess of 8 hours in any single day,
in excess of 40 hours in any given week, and all work performed on Saturday
shall be paid at the rate of time and one-half except overtime shall not be
pyramided.
When shift hours have been established, a maximum of 2 hours overlap
will be allowed for an off shift. When the overlap exceeds 2 hours the employee
shall be paid the premium rate for the full 8 hours worked.
Recognizing that it may sometimes be necessary to provide an overlap
shift, it shall be established by mutual agreement between the Company and the
Union.
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Section 3. Double time shall be paid for all work done on Sundays. For
holidays see Article 4.
Section 4. Overtime work shall be performed by the operator normally on
the job on which the overtime occurs. A normal operator shall be defined as one
with the most time spent on the job in a given shift or pay period in which the
overtime occurs. Overtime shall be divided as equally as possible between normal
operators on the job.
Should overtime be offered and the employee refuse it, they shall be
charged with such overtime. Once an employee is offered overtime and refuses,
the Company shall not offer overtime to that employee for any job for that
specified time period.
No more than 10 hour inequity on turn sheet between operators with
exception of Tool Room Classification. Overtime will be divided as equally as
possible on all jobs that all classifications can perform. The Tool Room turn
sheet will be kept by the Tool Room supervisor.
Should an employee wish not to be considered for overtime on a
continuous basis, notification is to be given to the supervisor in writing with
a copy to the Chief Xxxxxxx. The Company will not consider a person eligible for
overtime until notification is withdrawn.
No employee shall be moved for the purpose of overtime. Notice of
overtime must be given by the Company 2 hours prior to daily overtime.
Such division of overtime shall be controlled by use of a turn sheet
which shall be maintained by the departmental supervisor to be reviewed by area
xxxxxxx and supervisor.
Seniority shall govern the selection of personnel for overtime on the
job at the start of the turn sheet. The turn sheets will start on June 19, 1990,
and continue for the length of the contract. Any employee on vacation or leave
shall be charged with overtime. When overtime is required as a result of an
absence of any employee, the absent employee will also be charged with the
overtime. Employee entering into a new job shall assume the maximum hours as
credited on the turn sheet. When subsequent operators are needed for overtime on
such jobs, preference shall be given for such overtime to operators in
accordance to time spent on that job in a given shift or pay period when
overtime occurs.
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If possible, notification of opportunity for overtime work shall be
given at least 4 hours before end of last shift prior to overtime.
Failure to report for overtime work, on Saturday, Sunday, or holiday,
after accepting assignment shall be subject to a (1) day suspension.
Notification from the employee with a reasonable excuse will exempt him from the
above.
Failure to report for overtime work, on a regularly scheduled work day,
after accepting assignment, shall be subject to a written reprimand for the
first offense and a (1) day suspension for a second offense. Notification from
the employee with a reasonable excuse will exempt him from the above.
Group Leaders and/or Department Heads whose job normally requires
working on non-premium or premium work on a regular day of work are entitled to
overtime on the same basis as the employee within their group.
Group Leaders and/or Department Heads required to work overtime for
purposes of performing clerical responsibilities, set-up of a line, change-over
and such other duties as are outlined in their job descriptions shall not
perform other classifications of work except as set forth above.
Section 5. Lost Overtime. In the event an employee is available for
overtime and is denied the opportunity for overtime, such employee(s) shall be
given the opportunity of making up such lost overtime or be reimbursed for such
lost overtime equivalent to the amount of time spent on the job.
When hours equivalent to the denied hours are to be worked, the
arrangement with the employee shall be made (24) hours in advance unless shorter
notice is agreeable to the employee involved.
If a supervisor performs the work normally performed by a bargaining
unit employee, in an overtime period, the employee shall receive a minimum of
(4) hours of overtime pay.
Lost overtime on Saturdays, Sundays and holidays shall be reimbursed at
a minimum of (4) hours of overtime pay.
Should it be decided to work overtime on a regular work day, the
Company's responsibility in informing personnel is limited to those in
attendance during the last four hours of the day. If the overtime is to be
worked on Saturday, Sunday or holiday
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and the employee is not in attendance during the last (4) hours of the last
regular work day preceding such overtime, the overtime will not be offered to
the employee unless the employee has notified his or her xxxxxxx prior to
leaving and has indicated an interest in any overtime available.
In that event the responsibility of the Company shall be limited to a
telephone call at the location of the telephone as listed in his personnel file.
Union official shall be present while calls are placed. If the Company is unable
to contact the employee and secure confirmation that the employee will work, the
next eligible employee will be called. The Company representative and the Union
official will initial the sheet.
Section 6. Procedure for processing overtime complaints.
(A) Overtime complaints shall be reported no later than the end of the
second shift of the third working day following the alleged violation.
(B) Such complaints shall be investigated by the xxxxxxx involved and the
Labor Relations Department.
In the event the xxxxxxx and the Labor Relations Department fail to
satisfactorily settle the complaint by the end of the second shift of the third
day after it has been called to their attention, the complaint shall then be
referred to the grievance procedure.
(C) Agreed adjustments relative to make up of lost overtime hours or lost
overtime wages shall be acted upon within (7) calendar days after date
of such agreements.
(D) Agreed adjustments relative to make up of lost overtime outside of your
department shall be acted upon within (21) calendar days or employee
will be paid.
Section 7. Extra Help on Overtime. When extra help is required and
overtime occurs in wage classification (1), this extra help must be obtained by
choosing employees with the most plant seniority in classification (1).
Should the non-premium classification list be exhausted, and more
workers are required, premium workers may be used at non-premium rate. These
workers must be chosen by seniority.
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When extra help is required and overtime occurs on premium jobs, this
extra help must be obtained by choosing employees with the most plant seniority
and previous good experience on the job on which the overtime occurs.
When operators with previous good experience are not available,
personnel shall be selected for such overtime on a basis of plant seniority
unless the job requires specific skills that may have to be taken into
consideration. In this event such skill shall have priority over plant
seniority. Union shall resolve each instance on its particular merit and
circumstances. Failure to arrive at a satisfactory agreement the issue will then
be submitted to the grievance procedure.
NOTE: "Extra Help" is defined as operators who are required only after
the normal and subsequent supply of operators has been exhausted.
Section 8. An employee who reports for work at his or her regular
starting time and has not been notified by the Employer not to so report shall
be given not less than (4) hours of work and pay therefor, or not less than (4)
hours pay.
This section shall also apply to employees who are requested to work
Saturdays, Sundays or holidays with the exception of the maintenance department
on inspection tours. An employee called to return to work shall be given not
less than (2) hours of work or pay.
Should an employee come to work on an overtime basis, not by direction
of the Company, and who is not entitled to overtime because of the "normal
operator" clause or the "seniority clause," he shall be sent home immediately
when the error is detected, and shall not be entitled to the (4) hours pay, but
shall be paid only for the time worked.
Section 9. Maintenance tours shall be conducted on a rotated basis
among maintenance employees. Those eligible for rotation shall be the
Maintenance Department Head, Group Leader and Maintenance Employees with (1) or
more years of experience in the maintenance department. If all eligible
employees refuse, Maintenance 2 will be considered on basis of experience.
Section 10. Any employee classified under the wage supplements shall be
paid $0.50 per hour above their regular hourly rate for all work performed on
the second shift, or $0.65 per hour above their regular hourly rate for all work
performed on the third shift. These premiums shall also be paid to any employee
for hours worked other than their regular shift hours which are not overtime
hours. Day shift
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employees working the second or third shift on Saturday, Sunday or a holiday
will receive the shift differential for that shift for the hours worked on the
weekend or the holiday.
ARTICLE 4
HOLIDAYS
Section 1. The holidays recognized on coming under the scope of this
agreement shall be as follows:
New Year's Day December 24th
Good Friday Christmas Day
Monday after Easter December 31st
Memorial Day Thanksgiving Day
July 4th Friday after Thanksgiving
Labor Day
(A floating holiday September 3, 1993, September 2, 1994 and September
1, 1995)
Any employee working a holiday shall receive double time plus regular
holiday pay for all such time worked.
Section 2. Employees who have completed 30 working days, shall be paid
(8) hours regular time for holidays not worked, providing the employee works the
last (4) hours of the last day the factory works prior to the holiday, and works
the first (4) hours of the first day the factory works after the holiday. A
maximum of one hour of tardiness is allowed on the work day prior to and
following the holidays.
In the event of multiple holidays where qualifying days occur in (2)
pay periods and employee is absent without extenuating circumstances on one of
the qualifying days, employee will forfeit one day of holiday.
Should an employee be laid off or sustain a lost time factory injury,
or on leave of absence for reasons as defined in extenuating circumstances
below, or be
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hospitalized such that he or she is unable to meet the above requirements (day
before and day after) he shall be eligible to receive holiday pay if he or she
is entitled to pay for time worked in the week during which the holiday falls.
In the event that one of the above identified holidays falls on a
Saturday, the Company will endeavor to close on the Friday preceding the holiday
to permit employees the advantage of an extended weekend.
Such closing shall not be construed in any way to be an additional
holiday and should it be necessary to work certain operations on such Friday,
employees who work will be paid at straight time rate.
It being understood that working such day be optional with the Employee
and such Friday shall not be the qualifying day.
Extenuating circumstances which may occur which disqualify a person and
thereby deprive him or her of his or her holiday pay, will be reviewed by the
Plant Manager and proof must be presented if requested.
Any extenuating circumstances which cause the absence of more than (2)
days before, after or surrounding the holiday shall not be considered for the
purpose of removing the disqualification above referenced. Extenuating
circumstances are defined as illness, emergency or compelling personal reasons
and not for convenience nor extending the holiday.
An employee on vacation, bereavement leave or on local Union business
is entitled to holiday pay, should the holiday fall during that period.
An employee on an approved leave of absence, irrespective of the
provisions of Article 4, Section 2, Paragraph 7, shall receive holiday pay
providing they are entitled to pay for the time worked in the weeks in which the
holiday occurs.
ARTICLE 5
SENIORITY
Section 1. Layoffs. In all cases of permanent layoffs and rehiring,
seniority and skill shall govern. When it becomes necessary to lay off
employees, the junior employees in point of service shall be laid off first, and
the senior employee laid off last, except that ability and training to perform
work shall be considered by Management and Union. When rehiring takes place, the
senior employees shall be
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called back to work first, and the junior employees last, except that ability
and training to perform work shall be considered by Management and Union.
Employees called back after having been off the payroll for (6) months or more
shall have a fair trial to prove their capability on current type of work. No
trial period shall exceed (20) days of work. A partial day of work shall be
construed as a full day of credit on trial time period.
In the event of curtailed production, plant seniority will be the
governing factor in moving employees off premium jobs except those not subject
to posting.
Section 2. Permanent Layoffs. A permanent layoff shall be defined as
one of more than (3) consecutive working days' duration.
Section 3. Temporary layoffs. In the event of a TEMPORARY LAYOFF (3
days or less) occasioned by curtailed production or material shortages affecting
(5) or more employees who cannot be absorbed into other production at that time,
those employees may be sent home until the Company has had an opportunity to
clarify the seniority picture.
An employee losing more than (12) hours to an employee of less plant
seniority by this procedure in a (45) day period, shall be exempt from the
temporary layoff provision for the next (90) days by advising his
representatives in the Union who will in turn advise the Company.
Section 3. The work week will be (5) eight-hour days. Before any
general reduction in hours takes place, employees with (26) weeks service or
less will be laid off unless upon mutual agreement of Union and Company they are
the only ones capable of performing the work. Any general reduction in hours
beyond this will be mutually agreed upon.
Section 5. Recall from Layoff. No new employees, except those qualified
in special skills, shall be hired until employees who have been laid off have
been given the opportunity by proper notification to return to work. Employees
shall be given (5) working days after notice when requested by the Employer to
return to work. The employer shall notify employees either by telephone,
telegram, registered mail or personal notice. In the event of personal notice,
such notice shall be made directly to the employee only. After original attempt
(if Employer is unable to make such personal contact within (24) hours) the
Employer shall send such notice via registered mail.
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Section 6. Change of Address and Notification. Employees shall notify
Employer of any change in address within (5) days after such change. Such notice
shall be given in writing. The Employer shall be entitled to rely upon the
address shown upon its records. Employees shall notify Employer within (24)
hours after receipt of notice as to, if and when, he or she can return to work.
If no such notification is given, it will be assumed that the employee is not to
return.
Section 7. In the event of curtailed production, plant seniority will
be the governing factor in moving employees from their jobs. It being expressly
understood that the selection of Group Leaders and Department Heads is the sole
prerogative of Management and such duties as outlined in their job descriptions
are not subject to posting or bumping.
Employees cut back from their jobs for more than (3) work days shall
have the right to bump any less senior employees in an equal or lesser wage
group with the following exceptions (a paid holiday will not be included as one
of the days of the umbrella period):
1. Tool and Die Makers
2. Jig and Fixture Maker
3. Set-up Man, Assembly
4. Maintenance 1
5. Master Painter
6. Process Polisher
7. Spray Painter All-Around
8. Maintenance 2
9. Screw Machine 1
10. Inspector
11. Spray Painter -- Beginner
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12. Plating and Polishing
13. Set-up Man, Assembly (Beginner)
14. Receiving Clerk
15. Screw Machine 2
16. C.N.C. Programmer Operator
17. Maintenance Technician
18. Set-up Die Cast & Trim Press
19. Service Repair*
20. Coil Assembler (Wide Band Driver)
*A list of employees eligible to bump into Service Repair is available
in the Employee Relations Department.
Those jobs excepted in the above list require, in addition to
seniority, that the employees have previously qualified on the job. An employee
may also bump into a vacant job of equal or lesser wage group, provided the
vacant job has been bid in the last two weeks and there were no bidders among
active employees.
On jobs which require a test the employee must pass the test before
exercising a bump.
When an employee bumps into one of the jobs listed above and claim is
made as to previous qualifications, and no record exists as to such
qualifications, an employee may be given a "familiarization" period not to
exceed (4) hours to demonstrate his qualifications.
An employee bumping into any other premium job shall be allowed the
normal qualifying period (in no way to exceed (5) working days), to demonstrate
the skill and ability necessary to satisfactorily perform the production work.
On premium jobs which include set-up, the bumping employee shall have the normal
qualifying period as defined by the contract to demonstrate the skill and
ability necessary to satisfactorily perform all aspects of the job description.
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When an opening shall again exist in his regular classification, the
employee shall be recalled. The employee must accept the recall or sign a
withdrawal sheet. Employees recalled as a replacement for a vacation of (5) days
or longer will be given a recall slip.
(When an employee signs a withdrawal sheet, they shall not be permitted
to remain on the job to which he has bumped but shall be assigned to a job in
Group 1 and shall receive Group 1 rate of pay from the time of such assignment.)
In the event of a cutback of less than (3) days in duration, the
employees involved will be utilized in other work and retain their premium rate.
This time is not to be charged as extra help. No employee or employees shall be
requested to perform any premium jobs as long as there are employees cut back
and/or bumped with recall rights from their premium jobs.
The cutback employee should contact the Personnel Department and
exercise his seniority at the earliest possible time but in no event later than
noon of the third day of cutback. He may be placed on the job he has selected
during the (3) day period providing such placement does not result in moving the
bumped employee from the job during such period. Bumped employees shall receive
(4) hours' notice or (4) hours' pay.
All moves will be made in a fair and orderly manner and not later than
the morning of the (4th) day of the cutback initiating such moves. A premium
worker's pay shall not be reduced to Group I unless he does not have sufficient
seniority to bump or he elects to remain in Group 1. Each subsequent bump
entitles the bumped employees to a (4) hour notice or (4) hours of rate
protection.
In the event a replacement is needed for absenteeism on a premium job
and there are employees cut back from this job, they shall be utilized first and
in line with seniority. If the replacement is for (5) days, the employee shall
be covered by the (3) day clause. If the replacement is for less than (5) days,
the employee must return, but shall not be covered by the (3) day clause. Should
the utilized employee be cut back and be under their (3) day umbrella, the
umbrella will be extended the number of days they are used for replacement for
absenteeism. If the cutback employee is used as a replacement for more than (5)
days in a (3) day period, the employee shall be given their recall rights. The
replacement shall be given the rate of the cutback job for the full day. If the
replacement is for (5) consecutive days or more, the employee must accept the
recall or sign a withdrawal sheet.
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Section 8. As of June 19, 1993 and thereafter, Employees hired on the
same date will be granted seniority in the same order as their birthdates fall
during the calendar year.
ARTICLE 6
DISCIPLINE AND DISCHARGE
Section 1. Full power of discharge or discipline lies with the
Employer, but it is agreed that his power shall be exercised with justice and
with regard for the reasonable rights of the employees. If the Union, after
investigation, feels that an employee has been disciplined or discharged without
just cause and fails to reach an agreement or adjustment with the
representatives of the Employer, the case in question shall be referred to the
grievance procedure. The Union is to be notified at the time of any such
discharge or discipline.
Section 2. Absenteeism. Any employee absent without just cause and/or
without notifying the Company shall be subject to discipline. Three (3)
consecutive days of such absence without reporting to work at the start of the
shift on the fourth consecutive day shall be construed as the employee having
terminated his or her employment.
It is specifically pointed out that the Company and Union are in
complete agreement that absence which is chronic cannot be condoned.
Any absence of more than three (3) days must be covered by a leave of
absence.
Sick days or holidays shall not be considered as part of the three days
unexcused absenteeism prior to being terminated. Compensatory days are not
counted as absent.
Section 3. The Company will publish a list of rules classified into
these categories:
(A) Dismissal Rules
(B) 2-Day Suspension Rules
(C) 3-Day Suspension Rules
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The publishing of the rules by the Company shall not be construed as
limiting the right of the Company to delete, amend or add rules as changing
conditions demand such changes. However, notification of such changes will be
made known to the President and Chief Xxxxxxx of the Union in advance of the
publishing of the change.
Section 4. Infractions of Company rules require disciplinary action and
the following procedure shall be used except in the event of an infraction of a
rule which carried a mandatory dismissal.
(A) Infractions of rules shall be dealt with in an impartial and fair
manner. A first infraction can deserve a verbal warning. For the
purpose of administration, the "verbal warning" shall be written on an
appropriate form.
(B) A first infraction of a suspension rule as specified by Section 3 or
after the issuance of a verbal warning shall require the writing of a
written reprimand but no penalty will be incurred.
(C) A subsequent infraction of the same rule will require a written
reprimand and suspension penalty. A fourth infraction shall call for
dismissal.
(D) An accumulation of three verbal warnings for various infractions within
a period of (6) months shall carry a penalty of 3-day suspension. An
accumulation of two written reprimands for various rule infractions
during a (1) year period shall carry a (5) day suspension penalty. A
third will carry a (l0) day suspension penalty and a fourth during the
same period of time will require dismissal.
Section 5. The Company recognized that as the repeat violator is
penalized, so should the person who abides by the rules be given consideration,
Therefore, a reprimand which becomes six months old, with no other reprimands
issued in the interim, will not be used as a factor in a subsequent penalty.
However, in the case of a chronic offender, such past history may be used in
administering discipline.
ARTICLE 7
LEAVE OF ABSENCE
Leave of Absence in excess of (3) working days will be granted by
agreement of a committee composed of (2) representatives from the Company and
(2) representatives from the Union. All leaves of absence will be without pay
for:
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(A) Justifiable personal reasons, which shall not exceed (30) days. Leave
of absence shall not be granted for the purpose of extending vacation,
providing however, that an employee may receive not more than once in a
(4) year period, a special leave for an extended travel vacation. Such
leave shall be for not less than (2) weeks nor more than (6) weeks in
addition to vacation. Request for such special leave must be presented
not less than (30) days preceding the start of the vacation and leave
period;
(B) Personal illness, which in serious cases may be for extended periods of
time;
(C) Union Business, which would be for extended periods of time;
(D) To hold public office, which would be for extended periods to time;
(E) Child care;
Electro-Voice Xxxxxxxx will provide a maximum of 26 weeks unpaid leave
for an employee to care for and bond with newborn or newly adopted children. The
26 weeks will begin on the day of adoption or on date of employee's release to
return to work. This Child Care Leave may be used once every two years by an
employee.
Any employee on a Child Care Leave will accumulate seniority during
such leave and upon return to work will be re-employed at their former or
similar position in accordance with their seniority.
While on Child Care Leave, an employee's insurance will be terminated
after the first thirteen weeks. An employee's medical and life insurance can be
continued if the employee makes monthly premium payments to the Company.
There must be a two-week prior notification to the Company by the
employee of their desire to use the Child Care Leave. Proper certification,
birth certificate, or adoption papers must accompany any Child Care Leave
request.
(F) Family Care;
Electro-Voice, Xxxxxxxx Plant will provide a maximum of thirteen weeks
unpaid leave for an employee to care for a member of their immediate family
(mother, father, spouse, brother, sister, or child) who is totally disabled due
to sickness or accident. Three extensions in monthly increments will be
provided, if necessary. (In
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rare and unusual circumstances, the leave committee may consider more than three
monthly extensions.)
Any employee on a Family Care Leave will accumulate seniority during
such leave and upon return to work will be re-employed at their former or
similar position in accordance with their seniority.
A statement from the family member's physician, stating the need for
family care and the anticipated length of the disability, must accompany the
request for a leave. Disabilities of less than four days will not be considered.
While on Family Care Leave, an employee's insurance will be terminated
after the first thirteen weeks. An employee's medical and life insurance can be
continued if the employee makes monthly premium payments to the company.
(G) Or any other justifiable reason.
A copy of the leave of absence will be given to the Union
representative. Leaves of absence will be granted only when the reason is
justifiable. Where an employee desires to extend his leave of absence, he must
request such extension prior to the expiration of his current leave.
The Company will grant leaves of absence to employees elected or
appointed to offices in the International Union or the AFL-CIO or the Local
Union upon written request addressed to the Personnel Manager from the President
of the International Union or District President of the IUE-AFL-CIO.
While on an approved leave of absence, an employee shall accumulate
seniority.
When an employee fails to return to work at the expiration of the
approved leave of absence, the employee shall be subject to disciplinary action.
The first offense shall deserve a (30) calendar day suspension and the second
offense shall result in discharge.
All requests for leaves of absence shall be supported by such evidence
as the Company and the Union may deem necessary. The limit for submitting a
leave is extended from (3) working days to (5) working days in the case of
sudden illness or hospitalization provided the employee requests such leave
within three working days. It is the intent of this Agreement that leaves of
absence shall not be used to take
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advantage of seasonal or other employment elsewhere, or to be used to try out
jobs in other companies. Employees who violate this provision shall be separated
from the payroll.
Such decisions of this committee normally will be final, but failing to
arrive at a majority decision regarding a request for a leave of absence, the
matter will then be referred to an officer of the Company and an officer of the
Union.
Bereavement leaves and official Union business are legitimate reasons
for leaves of absence. A person on a premium job is to be returned to the same
job upon return from a leave of absence, provided the job still exists and,
provided he is physically and mentally capable of performing that job. Any
employee who has been on an extended sick leave shall not lose his or her
seniority regardless of length of time off, provided he or she is capable of
doing the work required.
Bereavement Leaves: Up to (3) days bereavement leave with pay shall be
granted to employees who lose up to (3) days (Article 3, Section 1) on account
of a death in the immediate family. The Personnel Department must be notified no
later than the first working day missed. One day to be day of funeral. Employee
to inform personnel of the day of the funeral.
Immediate family is identified as:
Husband Father Father-in-Law
Wife Mother Mother-in-Law
Brother Step-Father Step-Mother
Sister Brother-in-Law Sister-in-Law
Children Step-Children Son-in-Law
Grandchildren Grandparents Daughter-in-Law
A bereavement leave with pay of up to (1) day shall be granted to
employees who lose up to one day (Article 3, Section 1) on account of the death
of a grandparent of the employee's spouse.
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ARTICLE 8
MILITARY SERVICE
Section 1.
(a) Coverage. Any employee of the Company who volunteers during a state of
emergency or is drafted or is called into service in the land, naval or
air forces of the United States or their auxiliary services, or the
U.S. Merchant Marine, shall be entitled to the benefits in this
section. Such service shall be referred to hereinafter as "Military
Service."
(b) Temporary Employees. Any employee who has passed the regular
probationary period shall not be considered a temporary employee for
the purpose of this section or for the application of the provisions of
the Selective Service Act.
(c) Military Leave Pay. Upon leaving for military service, such employees
shall receive (1) week's pay based on their average earnings.
(d) Vacation Pay. Upon leaving for military service, such employees shall
receive their accrued vacation pay.
(e) Accumulating Seniority. All such employees shall accumulate seniority
during their period of military service.
(f) Re-employment. Upon termination of their military service, such
employees shall be re-employed at their former or similar work in line
with their seniority as accumulated during military service.
(g) Reporting Time. Such employees shall report for work with the Company
within (120) days of the date of termination of their military service
or at a later date if such employees cannot report sooner through no
fault of their own. Employees who report in accordance with this
section after the (90) days provided for by the Selective Service Act
shall be entitled to all their rights under the Act and under the
provision of this section.
(h) Re-employment of Employee Disabled Veterans. Former employee disabled
veterans who apply for re-employment shall be re-employed by the
Company on work suitable to such employee's capacity, without regard to
seniority or any other consideration.
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(i) This section shall not apply to any employee who re-enlists after
serving his or her original obligation due to the Selective Service Act
or a national emergency.
(j) Benefits Accrued During Military Service. All former employee veterans
shall be re-employed without loss of prejudice to any of the rights and
privileges formerly enjoyed by them as employees of the Company and
shall receive the same benefits and advantages from the Company as
though employment has continued and has been satisfactory during their
periods of military service.
(k) Job Survey for Disabled Veterans. The Company and the Union will
cooperate in making plant, department, and job surveys to determine
what jobs are suitable for returning disabled veterans.
ARTICLE 9
INTER-PLANT TRANSFER
Section 1. In the event an operation is transferred inter-plant-wise
and necessitates the moving of personnel out of the Xxxxxxxx plant, the subject
of inter-plant transfers and all related problems such as seniority, job
transfer, etc., will be subject to negotiations by both parties.
ARTICLE 9A
PROCEDURE FOR USING EXTRA HELP
ON PREMIUM JOBS
Section 1. The Company may transfer persons to premium jobs where extra
help as such is needed. Employees upgraded to premium jobs over the normal
amount of operators shall be charged to extra help.
The time limit for use of extra help shall be (20) days in any (1)
year. The year to run concurrent with the date the extra help is placed on the
job. In an emergency, the (20) day limit may be extended by Mutual agreement.
When using lower pay group employees for extra help on higher pay group
work, they shall be selected by seniority provided they have the ability to
perform the work.
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Any employee on a premium job that is temporarily out of work due to
machine breakdown or material shortages may be utilized on any equal or lower
grade job for the remainder of that shift. This displaced employee will not be
utilized on any unstaffed jobs for more than one shift.
No employee or employees shall be requested to perform any premium jobs
as long as there are employees cut back and/or bumped with recall rights from
their premium jobs.
Section 2. Temporary Vacancies on Premium Jobs. Procedure for filling
temporary vacancies in premium jobs due to vacation and authorized leaves of
absence as recognized by this agreement shall be as follows:
The Company shall have the prerogative of requesting employees to fill
vacancies on premium jobs.
Such replacement on a job shall not exceed (60) days.
When it is known in advance by the Company that a vacancy will exist
for a period exceeding (60) days, the vacancy shall be posted on the bulletin
boards for a period of (48) hours as "Temporary Vacancies." Temporary jobs shall
be for a duration of 12 months, only then be reposted as permanent jobs.
Such employees shall be regarded as strictly a temporary operator and
shall not exercise their plant seniority on that job. Regardless of seniority,
they shall be subject to shift bump from another employee who is on a permanent
status, but the temporary employee can only bump another temporary employee on
the same job. They would be cut back by plant seniority before any permanent
people are cut back.
When the employee who has been on an approved leave returns, he shall
return to his regular job, provided his is physically arid mentally capable of
performing that job.
The employee who temporarily filled the vacancy shall be returned to
his former job classification.
In the event the employee used as a replacement has previously
qualified, he shall receive the top rate of the job starting with the first day
or his own, whichever is highest.
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In the event the employee has not previously qualified, he shall
receive the next rate below top rate or his own, whichever is the higher,
starting the first day. This shall apply to all multiple progression jobs such
as maintenance, screw machine, polishing, plating, die cast, set-up assembly and
inspection. All other jobs shall receive top rate starting with the first day or
his own rate, whichever is the higher. Agreement on Maintenance Extra Help the
Company and the Union agree that Maintenance Tech 1 and Maintenance Tech 2 are
not progressive jobs. Should an employee who has not previously qualified in
maintenance be used as extra help in maintenance, that employee shall be paid
the Maintenance 2 rate or their own rate, whichever is higher.
Section 3. Should an employee be temporarily transferred to a job that
in the judgment of the Company is more urgent than the one he is doing and where
the rate of pay is lower than on his regular job, the employee shall be paid the
rate of his regular job and this rate of pay shall not be considered the rate of
pay of the job.
Section 4. In case of emergency or for vacation fill-in, the Company
may temporarily use bargaining unit personnel to perform work not classified in
the contract. The Union will receive prior written notice (except in emergency
cases) of such assignment. The replacement shall not exceed (29) days in any
continuous period. The employee may exercise the right to refuse to perform such
work. The employee shall receive (.25) cents per hour in addition to their
regular rate for the time worked on non-classified work. Employees temporarily
transferred to replace a supervisor for a Department Head.
ARTICLE 10
VACATIONS
Section 1. All employees employed by the Company who have (52) credit
weeks shall receive 3% of their earnings from their seniority date to the end of
the second quarter of the calendar year following their seniority date.
All employees who have the following credit weeks as of the end of the
second quarter of the calendar year (May 31 payable during June), shall receive
the following percentage of their annual earnings:
Credit Weeks Percentage
53 through 129 3%
130 through 233 5%
234 through 494 7%
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Credit Weeks Percentage
495 through 753 8%
754 through 832 9 1/2%
833 and over 10%
A credit week is a week worked or a portion of a week worked. Credit
will be given for lost time week(s) vacation, union business, military leave or
compensable injuries.
Time off will be granted for vacation based on seniority. One (1) and
(2) years seniority - one week granted for vacation. Three to (7) years
seniority - (2) weeks granted for vacation. Seven to (13) years seniority - (3)
weeks granted for vacation. Thirteen to (18) years seniority - (4) weeks granted
for vacation. Eighteen years or more seniority - (5) weeks granted for vacation.
Employees with (23) or more years of seniority shall, provided they
have scheduled their full (5) weeks vacation, be granted an unpaid week of
vacation. Application for such week shall be made in the manner prescribed and
"on first come, first served basis," but with not less than one week's notice.
No more than (3) employees will be permitted to take such vacation in
any given week, based on employment figures of 100 employees. One additional
employee will be granted such week for each additional (25) employees on the
active payroll for any given week.
Employees whose services are terminated for any cause whatsoever shall
receive with their final pay their accumulated vacation pay, excepting those not
having been in the employ of the Employer for 52 weeks.
A schedule shall be worked out by mutual agreement between the Company
and the Union to permit employees time off for vacation purposes.
In the event a Holiday occurs during an employee's vacation, he shall
be entitled to (1) additional day of vacation for each such Holiday. Such
additional day or days may be taken either preceding or following the regular
vacation period, by notification to his xxxxxxx in writing not later than 4:30
p.m. the Wednesday preceding the vacation period.
Section 2. In order to preserve work schedules and honor commitments to
customers and still give employees an opportunity to select a vacation period,
the Company and the Union have agreed to the following vacation plans:
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VACATION PERIOD:
1. Jan. 3, 1993 - May 22, 1993 10 employees
2. May 23, 1993 - Sept. 25, 1993 25 employees
3. Sept. 26, 1993 - Dec. 18, 1993 10 employees
4. Dec. 19, 1993 - Jan. 1, 1994 25 employees
1. Jan. 2, 1994 - May 28, 1994 10 employees
2. May 29, 1994 - Sept. 24, 1994 25 employees
3. Sept. 25, 1 994 - Dec. 17, 1994 10 employees
4. Dec. 18, 1994 - Jan. 7, 1995 25 employees
1. Jan. 8, 1995 - May 27, 1995 10 employees
2. May 28, 1993 - Sept. 23, 1995 25 employees
3. Sept. 24, 1995 - Dec. 16, 1995 10 employees
4. Dec. 17, 1995 - Jan. 6, 1995 25 employees
1. Jan. 7, 1996 - May 25, 1996 10 employees
2. May 26, 1996 - Sept. 28, 1996 25 employees
The above schedule is predicated on an employee level of 150 Bargaining
Unit employees. For each 10 employees over the above 150, two additional
employees shall be added to each of the scheduled number shown above.
(The determination of the additional employees provided for herein
shall be made (3) work days prior to the starting date of the vacation periods
outlined above.
A copy of the number of employees to be added shall be furnished to the
Union.)
The Company will have the option of designating the week beginning June
27, 1993; June 26, 1994; June 25, 1995 for a plant-wide shutdown. The Company
will notify the Union of its determination 2 weeks prior to the scheduled
shutdown. In the event of a plantwide shutdown, the equivalent of 1 week's pay
will be allocated to this period. Employees will not be eligible to collect
unemployment compensation for this period unless they are not eligible for
vacation. Employees will be paid holiday pay for July 4th in the following week.
Vacation checks will be issued on the Friday prior to the shutdown.
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Any time active employment drops below 100, the vacation period Number
2 shall be adjusted to 20 employees.
For the weeks of Michigan Deer Hunting Season (bow and arrow or gun) an
additional (5) employees shall be permitted each week.
Application for vacations for the first period of the year must be made
prior to 4:30 p.m. on the Monday preceding the start of the vacation period. In
accordance with past practice, emergency situations involving a later request
for vacation will be handled on an individual basis. Application for all other
vacation periods shall be filed (with first, second, and third choice and number
of weeks) prior to the end of the day shift of the first Friday of April of each
such year. The allocation of vacation quotas shall be made on the basis of
seniority. Employees shall indicate if they wish to be placed on a waiting list
by seniority. Within two weeks after the above date, the Company will post a
list of the unfilled vacation weeks. Employees who did not make application in
accordance with the above provision may make a vacation selection from the open
positions on a first-come-first-served basis provided they make application in
writing prior to 4:30 p.m. the Monday preceding the start of the vacation
period. In accordance with past practice emergency situations involving a late
request for vacation will be handled on an individual basis.
All vacations must be taken in full weeks on a Sunday-to-Sunday basis.
Vacations may be canceled in whole or in part by notifying the
Personnel Department not less than (4) working days prior to the start of the
vacation period. Vacations partially canceled shall be charged as a full
vacation week. Employees on a waiting list will be notified in line with their
position on the waiting list of any such cancellation and be permitted to take
such canceled week. Arrangements for such must be made by noon on the Friday
preceding the vacation week.
In the event of a substantial change in the level of employment or
other circumstances affecting production which may dictate any deviation of this
schedule, changes shall be made by mutual agreement between the Company and the
Union.
Excluded from the provisions of this agreement are Maintenance, Tool
Room and Painters. In no instance shall more than one-half of the employees in
Maintenance, Tool Room or the Painters be allowed to go on vacation at one time
without Company approval.
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ARTICLE 11
BULLETIN BOARDS
Section 1. The Employer shall permit the Union to use bulletin boards
in the plant for the posting of Union notices.
ARTICLE 12
UNION REPRESENTATION
Section 1. The officers of any authorized representative or official of
the Union shall have admission from the Management, to shop or factory of the
Employer at any time during working hours for the purpose of ascertaining
whether or not this agreement is being observed by the parties thereto, or for
assisting in the adjustment of grievances.
Section 2. Authorized representatives shall be:
INTERNATIONAL REPRESENTATIVE (if other than the
normally assigned International
Representative is to participate the
Company shall be notified.)
NEGOTIATING AND GRIEVANCE COMMITTEE MEMBERS
STEWARDS
Section 3. Stewards will be chosen from and assigned to the following
areas: Die Cast and Machine Shop - I Xxxxxxx; Maintenance, Tool Room, Plating,
Polishing, Painting, and Janitor -1 Xxxxxxx; Shipping, Receiving, Stockroom,
Inter-Plant Packing, and Fork Lift Operators - 1 Xxxxxxx; Assembly, Coil Room,
Driver Packing Area, and Repair - 1 Xxxxxxx; Night Shift - 1 Xxxxxxx; Inspectors
- Xxxxxxx in assigned area.
The Stewards in each of these areas shall not have jurisdiction in any
area other than his assigned area. The Company agrees to make all reasonable
efforts to retain the Xxxxxxx in the area which he represents.
In the event of an increase in personnel in any Stewards, area to 75 or
more employees, an additional Xxxxxxx may be assigned after discussion between
the Company and the Union.
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Section 4. The Employer agrees to pay all lost time to Stewards,
officers and committee men for the purpose of processing and resolving all
differences, disputes and grievances that may arise between the Union and the
Employer. (Will also include time spent in contract, wage and pension
negotiations, etc.)
Section 5. The Employer agrees to pay for all lost time for the
processing and resolving of all problems as outlined in Section 1 of this
Article to the President and Vice President of Local 900 (or such Union
representatives as may be designated to represent the President or Vice
President (or their designated representative) to travel from (1) unit to the
other for the purpose as stated in Sections 4 and 5 of this article.
ARTICLE 13
REST PERIODS
Section 1. Employees shall be granted a five minute rest period after
each two hours continuous work. Employees shall have a personal wash-up period
at the end of the day provided the nature of their work requires it. Employees
not entitled to this wash-up period shall remain at their normal working space
until the signal is sounded. It is specifically pointed out that under no
circumstances are employees to loiter in the aisle or adjacent to the time
clocks. Any questions concerning which jobs require wash-up period must be
mutually agreed upon by the Employer and the Union.
Section 2.
(A) It is understood that relief operators are provided on progressive
assembly lines for the express purpose of providing time for the line
operators to obtain necessary physical relief and not to provide
additional break time as such.
(B) Each line with no less than seven operators or more than 20 operators
will be assigned a relief operator.
(C) Lines which can be considered a convenient grouping for relief purposes
will be serviced by one relief operator provided that the total line
operators do not amount to more than twenty.
(D) Any line with less than seven operators having a group leader of its
own be relieved by the group leader. Certain circumstances may require
a relief operator.
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(E) A relief operator shall be assigned to any line of less than seven
operators which has a group leader in common with another line or is
not covered by the provisions outlined in paragraph C.
(F) In emergency (when the assigned relief operator is engaged), the group
leader may relieve. In extreme emergency, the mend operator (if one is
part of the crew), may relieve.
(G) In all instances, a relief operator shall utilize time not spent in
relieving by performing duties that are outlined in the job
description.
ARTICLE 14
NO DISCRIMINATION
Section 1. There shall be no discrimination against any employee
because of race, color, creed, sex, age, handicap, political belief or for any
other reason. All employees shall be free from interference, restraint or
coercion by the Employer, the Management or Supervision in any activities of
their Union. All employees, male or female, shall receive equal pay for equal
work.
ARTICLE 15
SUPERVISORS
Section 1. Supervisors and other salaried employees shall not perform
work which is the regular scheduled work of the bargaining unit employees except
for the purpose of development, job study, instruction or in extreme emergency.
No salaried employee shall be called in for the express purpose of performing a
bargaining unit job when the factory is not working.
ARTICLE 16
SENIORITY - OUT OF BARGAINING UNIT
Section 1. If an employee accepts a job in the company out of the
Bargaining Unit, his or her seniority shall "freeze" as of the date of such
transfer.
In the event an employee returns to the bargaining unit within (30)
days from the date of transfer out of the bargaining unit, the plant seniority
of such employee shall be from the date of hire to the date of transfer out of
the bargaining unit. In event such employee does not return to the bargaining
unit within (30) days from the date he or she transferred out of the unit, such
employee shall forfeit all seniority rights.
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ARTICLE 17
WORKING CONDITIONS
Section 1. The Employer agrees to establish the best possible working
conditions and to comply at all times with the health provisions of the State of
Michigan Laws.
Section 2. In addition to the safety procedures set forth in Group
Leader and Department Head descriptions, safety problems shall be handled
through stewards and foremen. Failing to arrive at a satisfactory solution, it
shall be routed through the Labor Relations Department. Failing to arrive (or in
the absence of Labor Relations Department Representatives) at a solution in this
manner, it will be taken up with the Plant Manager.
Section 3. The Union shall be notified of any proposed changes in the
work week. Any differences or dispute concerning any such proposed changes shall
be handled through the grievance and arbitration procedures before any such
changes become effective.
ARTICLE 18
TIME STUDY
Section 1. The Union and Company are in accord that established time
studies are necessary to price and sell a product. Established labor standards
must be set on an attainable basis. In the event a rate is considered
unattainable, a review of this study may be requested. In the event of a dispute
regarding time study procedure, both parties shall attempt to resolve the issue
on this basis, the matter shall be referred to the grievance procedure.
ARTICLE 19
PAYMENT FOR JURY DUTY AND
VOTING ON ELECTION DAY
Section 1. All employees shall be paid at least (1) hour average
earnings for the time lost on election day for voting in State of Michigan and
national elections, providing such employees work the last one and one-half (1
1/2) hours prior to voting time.*
(*Includes Michigan Primary elections)
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Section 2. Any employee on jury duty shall be paid the difference
between his or her regular rate of pay and the amount received for jury duty not
to exceed (8) hours per day.
When employee is released from jury duty, he is to report to work if
time left is equal to or greater than (2) hours on his normal shift.
ARTICLE 20
NOTICE OF PROPOSED LAYOFFS
Section 1. The Employer shall give the senior Union officer, the
xxxxxxx and the employees in the section or department involved, at least (5)
working days' notice of all proposed or extended or permanent layoffs, with the
reasons thereof. Exclusions of the (5) days' notice are when acts of God or
emergency cancellation of orders or failure of vendors to deliver parts as
promised will apply, then there shall be a minimum of (4) hours' notice given.
Section 2. Notwithstanding the above provisions, Union officers shall
be the last to be laid off and the first to be rehired, is far as practical, in
operation of the plant in accordance to preference as listed below:
Negotiating and Grievance Committee
Section 2. Super seniority shall not grant such employees immunity from
being bumped for shift preference. Such employees shall not be able to exercise
such super seniority for the purpose of bumping another employee on another
shift, bidding for a premium job; nor shall such superiority be exercised in the
event of a reduction in force on a premium job.
ARTICLE 21
INFORMATION TO UNION
Section 1. Copies of all instructions on matters affecting wages, hours
and working conditions, issued by the Employer to its supervisory staff shall,
upon issuance by the Employer, be sent to the Union.
Section 2. At the end of each month, the Employer shall provide the
Union with a complete list of the names, classifications, and dates of all
employees who are Union members and were laid off, quit, hired or reemployed
during the month. The Union shall notify the Company of any members not in good
standing with the Union.
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ARTICLE 22
JOB EVALUATION
Both parties agree as to the desirability of adopting a system whereby
objective measurement and analysis of jobs can be made by the use of a degree
and point method. There is recognition on the part of both parties as to the
difficulties involved. Introducing such a system would place certain existing
jobs in a lower wage group and act to reduce the wages of employees currently in
such jobs.
However, the parties acknowledge that the long-range welfare of the
Company and its employees will be improved by establishing a formalized wage
system by objective measurement. Accordingly, a degree and point wage group
system is adopted and made a part of this agreement for all new jobs introduced
into the plant. Any job in existence in the plant on the effective date of this
agreement which may be discontinued or transferred from the plant and
reintroduced into the plant during the term of this agreement shall not be
subject to this provision.
The Company shall have the right to establish a rate for a new job
being brought into the plant and after 5 days' normal production operation, the
job shall be evaluated. In no event shall this exceed 10 production days unless
an extension shall have been mutually agreed to in writing between the Company
and the Union Bargaining Committee. The rate established shall be retroactive to
first production day.
(This system has been accepted and signed by the parties, but is not
printed herein because of its extended length. Copies of such plan shall be made
available at the personnel office of the Company and at the Union Hall).
ARTICLE 23
PENSION AND SEVERANCE
The Pension Plan, including Severance pay provision dated March 1,
1955, is adopted as a part of this agreement; its expiration date is extended to
the date of this agreement.
Employees who retire after attainment of age 65 and after 5 years of
Credited Service will have the following benefits:
(1) For each month during the period from March 1, 1993 to March 1, 1994,
$17.00 for each year of Credited Service;
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(2) For each month during the period from March 1, 1994 to March 1, 1995,
$17.50 for each year of Credited Service;
(3) For each month during the period from March 1, 1995 to March 1, 1996,
$18.25 for each year of Credited Service;
(4) A $5,000 paid up life insurance policy and a Medicare supplement paid
by the Company.
Employees who retire age 50 through 59, with 5 years of Credited Service, will
be retired at the reduction factor of 3.6. Employees who retire age 60 through
64, with 5 years of Credited Service, will be retired at a reduction factor of
2.4.
Company will pay the full cost of retirees' insurance age 60 to 65 and
a Medicare supplement thereafter, plus $3,000 paid up life insurance.
Employees who retire early (50 - 59) and have 30 years of Credited
Service shall have a $3,000 paid up life insurance policy.
Employees retiring between March 1, 1993 and March 1, 1994, shall
receive subsequent pension increases.
Disability retirement with 10 years of Credited Service, Company will
deduct income taxes (optional).
Employees shall receive credit for all time spent in the employ of
Electro-Voice (Xxxxxxxx) for pension purposes only.
Pension benefits for period after March 1, 1996 shall be the subject of
any negotiations to extend this agreement.
ARTICLE 24
GROUP INSURANCE
The Company agrees to maintain a uniform Group Insurance plan providing
benefits for Accident and Sickness, AD & D, Surgical Reimbursement, Life
Insurance and Hospital Insurance for hourly paid employees.
Additional insurance benefits negotiated in 1993.
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A and H (Weekly benefits - 26 weeks) $150.00, first, second and third
year;
Major Medical.............................. $2,000,000
Life Insurance............................. $16,500, first year;
$16,500, second year;
$16,500, third year.
The Company will pay a portion of the premium for three months for laid
off employees and then offer them the opportunity to continue their insurance
under the provisions of COBRA. Note: laid off employees will still have to pay
the normal active medical premium payments for this benefit to continue for the
three months.
The master policy which will be issued by the insurance companies is to
be made part of this contract. Terms and conditions of this contract shall take
precedence over any conditions of this contract for group insurance between the
Employer and the insurance companies.
The insurance plan shall be covered by a master policy issued by the
carrier.
The Employer and the Union are to be equally represented in the future
administration of the group insurance plan. The group insurance plan shall run
concurrently with the contract.
The Employer will agree to PPO Option 1 for active employees at an
employee contribution rate for the first year of:
$2.00 per week for employee
$11.88 per week for plus one
$18.13 per week for two or more dependents
HMO employee contribution rate will be the same as the PPO1 rate unless
HMO exceeds the PPO I rate, then employee picks up the difference.
IBA Classic Choice will also be available with a $250.00 deductive and
an 80% - 20% Co-Pay. Employees will pay differential between PPO Option 1 and
Classic Choice premium.
In addition, administrative costs will be borne by the Company, as they
have in the past.
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Employees who take early retirement and who have reached their (60th)
birthday at the time of such early retirement may continue their group medical
and surgical insurance with life insurance reduced to $3,000 until they reach
their (65th) birthday and a Medicare supplement thereafter. Employees who retire
early (50 - 59) and have 30 years credited service shall have $3,000 life
insurance. The cost of such life insurance premium shall be paid by the
Employer. Employees who take a normal retirement shall have a $5,000 paid up
life insurance policy, plus a Medicare supplement.
The dependents of early retirees within the above-mentioned age
brackets may continue their insurance coverage at group insurance rates in
effect, and the full cost of such dependents' benefits shall be paid by the
retired employees. Dependent benefits will cease when both retiree and their
dependents turn age 65 or the duration of this three-year contract. They will be
eligible for Medicare supplement thereafter. Premiums to be paid by dependents
or spouse.
Arrangements for paying premiums to the Company shall rest entirely on
the employees.
ARTICLE 25
POSTING OF AGREEMENT
Section 1. The Employer shall keep full copies of this agreement posted
in conspicuous places accessible to all employees. Copies of this agreement
shall be placed in the hands of supervisors, foremen, the personnel and
timekeeping departments, with instructions to comply with its terms and
cooperate with the Union for the administration thereof.
ARTICLE 26
GRIEVANCES
Section 1. Grievances which are of emergency nature may be taken up at
any time.
Section 2. Grievances concerning disciplinary action or discharge must
be filed in writing, within five (5) working days of receipt of notification of
such action, or such grievances shall not be valid.
All other grievances must be filed in writing within five (5) working
days after the occurrence of the event on which it is predicated unless either
party shall request in writing an extension of time for further investigation of
the issue.
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Section 3. All differences, disputes and grievances that may arise
between the Union and the Employer shall be taken up as follows:
(A) Between the aggrieved employee and the department xxxxxxx on the one
hand and the department xxxxxxx on the other. However, either party may
request the chief xxxxxxx be present.
If no satisfactory settlement is reached between them within (24)
hours, the matter shall be referred to Step B. (24 hour period may be
extended to a maximum of (72) hours by mutual consent).
(B) The xxxxxxx, chief xxxxxxx, and the representatives of the labor
relations department of Management.
If no satisfactory settlement is reached between them within (24)
hours, the matter shall be referred to Step C. (The (24) hour period
may be extended to a maximum of (72) hours by mutual consent.)
(C) The local Union negotiating committee, representatives of the
International Union on the one hand and Management representatives on
the other. If no satisfactory settlement is arrived at then, the matter
shall be submitted to conciliation (state or federal as agreed to by
both parties) within (10) calendar days. If no satisfactory settlement
is arrived at then, the matter shall be submitted to arbitration within
(10) calendar days.
A written statement of Management's position shall be furnished the
Union within five calendar days after the conclusion of the meeting.
(The Company and the Union may mutually agree to an extension of such
five-day period.)
(D) The xxxxxxx and/or the xxxxxxx involved in a grievance may be requested
to attend all meetings pertaining to said grievance.
(E) Grievances and all answers to grievances shall be in writing and
submitted within the time limits hereinabove set forth.
ARTICLE 27
ARBITRATION
Section 1. All differences, disputes, and grievances between parties
which shall not have been satisfactorily settled after following the procedure
hereinabove set forth
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shall, at the request of either party, be submitted to arbitration within the
time limitation as set forth in Step C of the grievance procedure.
The arbitrator shall be elected by mutual agreement of both parties.
Any difference, dispute, or grievance referred to the arbitrator shall be acted
upon within (10) days after submission to the arbitrator. A decision of the
arbitrator shall be binding on Management and Union. The decision shall be
complied with within (2) days after the decision is rendered.
Section 2. It is the intent of the parties to settle differences,
disputes and grievances by responsible bargaining and not resorting to
arbitration as a substitute for such responsibility. In an attempt to discourage
xxxxx or irresponsible appeals to arbitration, it is agreed that the losing
party shall bear the full cost of the arbitrator's fee and expense. When, in the
judgment of the arbitrator, there is a split decision or no clear cut win or
lose, the arbitrator shall order such fee and expense to be shared on a 50-50
basis.
Section 3. The Company will furnish the hearing room; legal fees and
expenses of case preparation shall continue to be borne by the respective
parties.
ARTICLE 28
TOOL ROOM SENIORITY AND QUALIFICATIONS
Section 1. Department Head of Tool and Die, First Class Tool and Die
Makers, Jig and Fixture Makers and Machinist shall be selected by management.
Selection shall be made on the basis of ability. Tool and Die Makers, Jig and
Fixture Makers, and Machinists selected to do this work shall be on a
probationary period for the first (60) days of work.
Section 2. After completion of a probationary period ((60) days of work
during which time a partial day shall be construed as a day of work), Tool and
Die Department Head, Tool and Die Makers, Jig and Fixture Makers, and Machinists
shall establish departmental seniority.
Section 3. Tool Room Cutbacks. Tool room persons shall be ruled
specifically by departmental seniority in regard to cutbacks.
The cutback person may bump a lower classification provided he has
sufficient departmental seniority.
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Section 4. Tool and Die Qualifications. Because the Tool and Die
qualifications require certain skill and knowledge not always attained by
seniority or service, a person desiring further progression must of necessity
take further academic training or have taken academic training to receive
consideration for further upgrading. This in no way implies that all people in
the Machinist class or the Jig and Fixture class will become Tool and Die
Makers.
Section 5. Tool Room Layoff. In case of layoff of men in Tool and Die
classification, Jig and Fixture classification, and/or Machinist classification,
they shall be given an option of taking a voluntary layoff or a lesser rated
job, providing they have sufficient plant seniority to take the lesser rated
job; subject to recall to Tool and Die classification, Jig and Fixture
classification or Machinist classification by department seniority.
Tool and Die Makers, Jig and Fixture Makers and Machinists on cutback
to lesser rated jobs shall perform only the work that classification calls for.
The Union shall be notified in the event of any reduction in the work
force of Tool and Die Makers, Jig and Fixture Makers, or Machinists.
Section 6. Departmental Seniority. It is specifically agreed by
Management and Union that departmental seniority shall be in effect in Tool and
Die, Machinists, and Jig and Fixture Makers classifications only and that the
establishment of departmental seniority in any other department or groups is not
subject to discussion or negotiations during the life of this agreement.
Section 7. Employees classified as Tool and Die Makers, Jig and Fixture
Makers and Machinists do not carry super seniority, but are skilled trades
workers and this factor is taken into consideration in case of layoff.
ARTICLE 28A
MAINTENANCE DEPARTMENT SENIORITY
Section 1. In recognition of their skilled trade status, departmental
seniority shall be established for the Maintenance Department, Maintenance 2
shall be selected by posting. Selection shall be made on the basis of seniority
and the probationary period for such group shall be (60) days.
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Section 2. Maintenance Department personnel shall be ruled specifically
by departmental seniority in regard to cutbacks. In case of layoff, employees in
the maintenance classifications shall be given the option of taking a voluntary
layoff or using their plant wide seniority in accordance with the provisions of
Article 5, Section 7. Recall to the Maintenance Department shall be in strict
accordance with their department seniority.
ARTICLE 29
PREMIUM JOB-TRANSFERS
Section 1. In the event that an employee on a premium job accepts a
group leader or department head job on the same premium job or production line,
such employee shall be returned to his or her former premium job upon
termination of such group leader or department head job, providing such employee
has sufficient plant seniority to retain that premium job.
Section 2. In the event that an employee on a premium job accepts a
group leader or department head job on a different type of job, or in another
department or production line, then such employee shall withdraw from the first
premium job. Upon termination of this group leader or department head job, such
employee shall revert back to a base rate job.
Section 3. In the event an employee on a premium job accepts another
premium job other than group leader or department head as outlined above, the
employee shall withdraw his or her name from the first premium job.
(It is recognized that certain premium jobs are of a part time nature
and that it is disadvantageous both to the employee and the Company to go
through repetitive bumps and recalls. Therefore, all jobs of this nature,
mutually agreed upon between the Company and the Union, shall be handled in the
following manner:
The employee shall not be cut back temporarily, but shall remain at his
regular rate and be assigned to other work within his own or a lower wage
classification without "extra help" penalty.)
ARTICLE 30
PREMIUM JOB LAYOFFS AND RECALL
When an employee is on a premium job at the time of layoff, Management
agrees to fill such vacancy by posting, if required.
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ARTICLE 31
SHIFT BUMPING
Section 1. In Group 1, plant seniority will govern the selection of
shifts. On all premium jobs, plant seniority shall govern the selections of
shifts; however, premium operators shall not bump and shall be immune from
bumping for shifts for the first (30) days of initial training on the job.
Shift assignments for training shall be determined by the Company.
Employees who have exercised their option of selection of shifts cannot
again exercise that option for (30) calendar days.
Section 2. Notice of desire to bump for a specified shift shall be
submitted in writing to the xxxxxxx. Such change of shifts shall go into effect
on Mondays and notice shall be given to the xxxxxxx no later than Thursday prior
to the Monday of shift change unless mutually agreed upon by Management and
Union.
Section 3. If an employee is moved off the night shift to the day shift
by Company direction during the work week, said employee shall carry the premium
shift rate for the remainder of the week.
ARTICLE 32
COST OF LIVING
COLA
March 22, 1993................................................NO COLA
August 22, 1994.............................................$.10 COLA
August 21, 1995.............................................$.10 COLA
ARTICLE 33
JOB POSTING
Section 1. All openings on premium jobs shall be posted on the bulletin
boards for (48) hours prior to selection of operators unless otherwise agreed
between the Company and the Union. The only exception of posting shall be for
openings on the following jobs:
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A. Group Leaders
B. Department Heads
C. Tool and Die Makers
D. Machinists
E. Jig and Fixture Makers
F. Tool and Die Lead Person
G. C.N.C. Programmer Operator
H. Set Up Die Cast & Trim Press
I. Plastic Set Up
Employees who believe themselves qualified for the above classification
may file an advance application in the Personnel Department asking for
consideration should future openings occur. Union will be notified of
applicants.
Premium jobs that are filled by posting must be filled on the basis of
seniority provided the employee is capable of performing the work with
reasonable efficiency. Employees shall be free to refuse such jobs without
losing his or her seniority standing. Posted lists for premium jobs shall be
valid for a period of (2) weeks from the date of posting removal.
Section 2. The (2) week period shall start as the date of the removal
of the posting and shall expire at midnight on the (14th) calendar day from the
date of the posting removal.
Section 3. The Company will select at least one person and use him or
her on the job that was posted before the bid sheet time expires unless the need
is justifiably eliminated during the posting period. After selection of at least
one person from the live bid sheet, the Company may utilize employees on the job
while the bid sheet is alive. A replacement may be used in the event the senior
bidder is not available. The Company will give the Union notice when the job is
so eliminated.
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Section 4. Additional qualifications such as various types of testing,
previous training and/or special skill(s) may be made a factor in the selection
of and retaining or upgrading of premium rated operators during the life of this
agreement. Union stewards shall be present for all tests and the correcting
thereof.
However, such additional requirements shall be negotiated between the
Employer and the Union and shall not be put into effect arbitrarily.
Section 5. Whenever a job is filled in accordance with the provisions
of Article 33, Job Posting, the person awarded the job shall have, for a period
of (30) working days, the right to return to his prior job in the event he is
disqualified, cut back, or bumped from the job upon which he has bid.
The vacated job shall be posted and filled from such posting. Should
he, the vacating employee, be disqualified, cut back or bumped from the premium
job on which he has bid, he shall be returned to the job which he held
immediately prior to bidding (regardless of seniority). The employee who filled
the vacated job shall return to his prior job.
The disqualification of an employee from a premium job is the
responsibility of the Company. Employees do not have the option of trying out a
premium job and disqualifying themselves. When an employee withdraws from a
premium job awarded him by bid, he shall be assigned a job in Group 1 and paid
the Group 1 rate.
Should an employee be disqualified from a premium job, he shall not be
permitted to bid or bump into such job for a period of (1) calendar year from
the effective date of the disqualification.
An individual must personally sign the bid sheet or authorize a Union
xxxxxxx to sign the bid sheet in his absence. A xxxxxxx signing the bid sheet
shall initial that he has signed for the employee.
An individual signing a bid sheet or authorizing a Union official to
sign a bid sheet in his absence must accept or reject the job offer within 24
hours of the bid coming down. It is the employee's responsibility to assure that
contact information is recorded with employee relations, and a Union official
will be present at time of contact regarding the job bid.
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ARTICLE 34
GENERAL
Section 1. Rates on Premium Jobs, Groups (2) and above are set out as
jobs which require specific knowhow or have additional responsibility, and those
rates are in effect only for the time actually spent on those jobs.
Section 2. Groups (2) and above shall attain maximum differential rate
after a trial period of (30) days of work unless otherwise specified. New
employees shall receive differential pay on upgraded jobs equal to their base
plus the upgraded difference.
An employee awarded a premium job by bid in Groups 2, 3 and 4 shall
serve a qualifying period of 30 working days at Group 1 rate of pay.
An employee awarded a premium job by bid in Group 5 or above shall
serve a qualifying period of 30 working days at Group 4 rate of pay.
Previous qualification shall be credited against the qualifying period
if supported by Company records and/or agreement between the employee and the
xxxxxxx. In the absence of a mutual agreement, Company records will prevail. A
supervisor has the option to qualify a person before the 30 day qualifying
period has expired.
Nothing contained herein shall change the method of payment of
progressive advancement jobs as outlined in the labor agreement.
Section 3. Whenever the pronoun he is used in this Agreement, it shall
mean either he or she as the case may be.
Section 4. Months in minimum wage scale shall be known as calendar
months with minimum scale retroactive to date of hire. Any employee laid off or
absent during this period shall be rehired at his rate at the time of layoff or
leave. Full payroll weeks only will be considered.
Section 5. Classification and the establishment of new classifications
shall be subject to negotiations and agreement by and between the Employer and
the Union. No premium job shall be broken down without negotiation.
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Section 6. Job Inequities. It is understood that no inequities exist
that are not solved by this Agreement and that wage negotiations shall be waived
for the life of this Agreement unless otherwise specified.
It is agreed that only major changes in jobs occasioned by additional
equipment, substantial increases in work load and establishment of new jobs by
new types of products are the only areas in which negotiations may take place
relative to wages and this should be handled through the grievance procedures.
Section 7. Outside Contractors. While there are employees laid off and
cutbacks are in force, no outside contractors shall be called in if our people
are capable and have the tools and machinery to perform such work and are able
to perform the work on an economical and sound basis. The Company will notify
the Union when contemplating calling in outside contractors.
Section 8. Inventory Personnel. Selection of inventory personnel will
be made by mutual agreement. All Union personnel who are working full time and
not scheduled to perform their normal job are eligible to work inventory.
An inventory list will be posted and those volunteering will be
selected in order of seniority. If additional volunteers are needed, requests
will be made by plant wide seniority.
An employee who has signed to take inventory may withdraw their name
from the list by notifying the Employee Relations Director a minimum of four (4)
hours prior to the end of the day shift the day before inventory.
Employees not volunteering to take inventory may take a compensated day
if they desire. Employees assigned to their regular job who are absent must take
a compensated day or be charged for the absence.
Section 9. As used in this Agreement, premium jobs shall mean those
jobs in wage Group 2 and above.
Section 10. Reclassification of Line-Rated Jobs. In the event a
line-rated job is upgraded to a premium rate and the regular operator has been
on the job (30) days of the work, the job will not be posted until a future
opening occurs. Should the operator have less than (30) days of work experience,
the jobs shall be posted as outlined above.
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Section 11. Company and Union agree to work together to establish
non-smoking areas where reasonable.
Section 12. An Educational Assistance Program is available for hourly
employees who desire to improve their skills and/or education. Consult the
Employee Relations Department for more details.
Section 13. Company will upgrade and/or revise tests from time to time.
Only test items related to job functions shall be used in qualification tests.
ARTICLE 35
COMPENSATORY LEAVE FOR SICKNESS OR EMERGENCIES
Section 1. Compensated Days. Subject to the conditions specified in
Section 2, beginning each calendar year regular full-time employees with (1)
year or more of seniority shall be credited with a maximum of 8 compensated
leave days beginning January 1, 1993 for absence due to illness or personal
emergencies which are earned in the previous calendar year at the rate of (1)
day for each (6) weeks on the active payroll. Active service on the payroll is
exclusive of time absent for layoffs and leaves of absence. Regular full-time
employees with less than (1) year of seniority at the beginning of any calendar
year thereafter shall be credited with (1) compensated day (8 hours) for each
(6) weeks on active payroll up to a maximum of 8 compensated leave days
beginning January 1, 1993. Compensatory leave pay for sickness or personal
emergencies shall be computed on the basis of (8) hours' straight time per day
at the employee's hourly rate of pay in effect when actual payment is made.
Section 2. Definitions. The occasions which qualify for compensatory
leave pay as referred to in this article shall include pregnancy, illness or
personal reasons. Personal reasons shall include all circumstances of a
compelling nature which require the immediate attention of the employee, but
require a minimum of four (4) hours' advance notice to the Company.
Section 3. Other Compensation - Holiday, Lay-off and Leave of Absence.
An employee may not receive compensatory leave pay for any day or days for which
other compensation is paid as a direct or indirect result of his employment such
as, but not limited to, vacation pay, holiday pay, xxxxxxx'x or unemployment
compensation. In no event shall an employee be entitled to compensatory leave
pay for qualifying hours prior to or following a holiday or vacation, during a
lay-off, or during an approved leave of absence. An employee will not be
eligible for compensatory pay for Saturday, Sunday or any unscheduled work days.
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Also, at no time will compensatory pay be made for more hours than the
plant was in operation on any work day.
Section 4. Method of Payment. Payment for earned compensatory leave
will be included in the next regular paycheck covering the payroll period during
which the request is submitted or verification is completed, provided, however,
that in no event will any payment be made for less than (2) hours of earned
compensatory leave pay. Compensatory leave papers will be completed by the
employee making the request for pay and shall be turned in to the Personnel
Department immediately upon their return to work. Compensated sick time shall
not be paid for an absence occurring more than two weeks before request for pay
is submitted to the Personnel Department.
Section 5. Unused Compensatory Leave Days. There shall be no
accumulation of unused compensatory leave from year to year. At the end of each
calendar year, employees who have not received their maximum compensatory leave
allowance shall be paid an amount equal to their unused earned compensatory
leave pay entitlement on or before the 31st of January. Unused compensatory
leave pay entitlement shall be by separate check. An employee who is permanently
laid off, retires, or whose employment or seniority is terminated for reasons
other than discharge for just cause shall be paid an amount equal to their
unused compensatory leave pay entitlement. Compensatory pay to people laid off
shall be at their rate at time of lay-off.
Section 6. Abuse of Compensatory Leave Pay. This plan is designed to
assist employees in meeting expenses arising from sickness, accident or personal
reasons. Employees will not be allowed to take more than (3) consecutive
compensated days.
Section 7. Employees, upon retirement, shall be compensated for days
earned in the year of their retirement, effective March 1, 1984.
ARTICLE 36
HOURLY RATES
JUNE 22 JUNE 21 JUNE 20
1993 1994 1995
New Hires Group 1 $5.00 $5.00 $5.00
13 Weeks $8.25 $8.45 $8.65
26 Weeks $9.79 $9.99 $10.19
GROUP 1 $9.79 $9.99 $10.19
Gate Breaker
All Other Assembly
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JUNE 22 JUNE 21 JUNE 20
1993 1994 1995
GROUP 2 $9.91 $10.11 $10.31
Blister Pack Operator
Magnet Assembly
Magnet Press
GROUP 3 $9.97 $10.17 $10.37
Impact Machines
Relief Operator
Scope Tester
Specialized Solderer
GROUP 4 $10.20 $10.40 $10.60
Group Leader Light Assembly
Janitor
All Other Machine Shop and Heavy Assembly
Mutually agreed on Between Company and Union
GROUP 5 $10.46 $10.66 $10.86
Coil Winder
Dome Machine Operator
General Order Filler (Stockroom & Warehouse)
Heavy Magnet Assembly (Wide Band Driver)
Heavy Magnet Packer
Inspector (Beginner)
Inter-Plant Packaging
Plastics Machine Operator
Precision Diaphragm Trim
Receiving Clerk (Beginner)
Relief Operator-Systems
Repair/Parts Order Filler
Screw Machine 3
Systems Tester
Wide Band Coil Assembly
GROUP 6 $10.58 $10.78 $10.98
Brake and Shear/Welder
Clerical Repair
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JUNE 22 JUNE 21 JUNE 20
1993 1994 1995
Clerical Shipping
CNC Machine Operator
Fork Lift Operator
Group Leader-Speaker Assembly
Group Leader-Systems
Hi Performance Driver Test
Inspector (26 Weeks Experience)
Milling Machine Operator
Paint Stripper Power Saw
Parcel Post & Order Filler/Heavy Packers
Punch & Trim Press Operator
Receiving Clerk
Sander-Rough
Screw Machine 2
Service Repair
Set-Up Man, Assembly (Beginner)
Tool Crib Attendant (Beginner)
Truck Driver (Overnight-GROUP 7)
Vibrator Operator
GROUP 7 $10.73 $10.93 $11.13
Group Leader-Warehouse
Systems Inspector & Repair
Load and Unload Spray Paint (Paint Systems Conveyor)
Department Head-Assembly
Polishing-Inexperienced
Hire Rate
8 Weeks $10.22 $10.42 $10.62
24 Weeks $10.29 $10.49 $10.69
39 Weeks $10.31 $10.51 $10.71
52 Weeks $10.73 $10.93 $11.13
(Above Schedule Applies Only to Polishing)
Specialized Microphone Tester
Die Cast Operator
CNC Programmer Operator (Beginner)
Spray Painter (Beginner)
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JUNE 22 JUNE 21 JUNE 20
1993 1994 1995
GROUP 8 $10.97 $11.17 $11.37
Maintenance 2
Plating-Inexperienced
Hire Rate $10.48 $10.68 $10.88
4 Weeks $10.55 $10.77 $10.97
12 Weeks $10.67 $10.87 $11.07
19 Weeks $10.73 $10.93 $11.13
26 Weeks $10.97 $11.17 $11.37
(Above schedule applies only to Plating)
Repair Head
Shipping Department Head
Stockroom Head
Tool Crib Attendant (180 Days)
GROUP 9 $11.07 $11.27 $11.47
CNC Programmer Operator
Inspector
Polisher-Process
Screw Machine 1
Spray Painter - All Around
GROUP 10 $11.27 $11.47 $11.67
Department Head - Inspection
Group Leader - Plating
Group Leader - Polishing
Group Leader - Punch Press Set-Up
Group Leader - Machine Shop
Group Leader - Screw Machine
Machinist Master Painter
Set-Up Man Assembly
GROUP 11 $11.44 $11.64 $11.84
Department Head - Plastic
& Die Cast
Set-Up Die Cast & Trim Press
Set-Up Plastics
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JUNE 22 JUNE 21 JUNE 20
1993 1994 1995
GROUP 11A $12.14 $12.34 $12.54
Jig & Fixture Maker - Beginner
GROUP 12 $11.84 $12.04 $12.24
Maintenance 1
GROUP 12B $12.85 $13.05 $13.25
Jig & Fixture Maker - First Class
Maintenance Technician 2
GROUP 13 $13.72 $13.92 $14.12
Tool & Die Maker 2
Maintenance Technician 1
GROUP 13B $13.26 $14.46 $14.66
Tool & Die Maker - First Class
APPENDIX "A"
JUNE 22 JUNE 21 JUNE 20
1993 1994 1995
Group Leader Assembly $10.61 $10.81 $11.01
($.15 Above Group 5)
Group Leader-Coil Winder $10.61 $10.81 $11.01
($.15 Above Coil Winder)
Group Leader-Service Repair $10.88 $11.08 $11.28
($.15 Above GROUP 7)
Group Leader-Die Cast $10.88 $11.08 $11.28
($.15 Above Die Cast Operator)
Group Leader-Maintenance $11.99 $12.19 $12.39
($.15 Above Maintenance 1)
Department Head-Maintenance $12.14 $12.34 $12.54
($.15 Above Group Leader-Maintenance)
Department Head-Tool Room $14.51 $14.71 $14.91
($.25 Above Tool & Die)
Tool & Die Lead Person $14.41 $14.61 $14.81
($.15 Above Tool & Die First Class)
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ARTICLE 37
JOB DESCRIPTIONS
ASSISTANT SET-UP; DIE-CAST & TRIM PRESS - Performs set-up on diecast
machines, trim press & any other equipment designated by Department Head
(Die-Cast) Dept. #19 and/or Supervisor.
Will be required to run production when not performing set-up duties.
Personnel to fill this position will be selected by management. Must perform
set-up for 60 working days at Group 7, 30 working days at Group 9, and be able
to demonstrate set-up proficiency before being advanced to Group 11.
BLISTER PACK OPERATOR - Must be able to select appropriate and proper
types and sizes of packaging materials to pack parts to prevent breakage or
scratching.
Must demonstrate ability to set up and operate blister back operation
productively within 30 days.
BRAKE AND SHEAR SPOT WELDER (SET-UP OPERATOR) - Ability to set up press
brake and shear equipment and spot welder from print, to produce the various
parts as required. Also runs machines productively.
CLERICAL REPAIR/TYPIST - All applicants for the job of Clerical Repair/
Typist must pass company standard typing test that requires (30) words per
minute after errors, in order to be eligible for the job.
Receives and processes incoming repairs and credit returns. Assembles
all correspondence relative to each other. Types repair orders, credits, and
quotes as required. Moves material to designated areas.
Must be able to learn dimension limitations.
Does final packing of microphones and other miscellaneous repair items
as directed.
CLERICAL SHIPPING - All applicants of job must pass company standard
typing test that requires (30) words per minute after errors in order to be
eligible for the job, and the test referred to as Receiving Clerk Test.
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Maintains organized files on assigned Shipping Department paperwork and
documents.
Prepares applicable shipping documents for shipments, interplant,
domestic and export, as assigned.
Receives Factory Orders and order changes from EDP and maintains log of
such.
Receives filled factory, MP, Repair Orders from order fillers and
extends dollar value for days shipping value.
May be used to perform other departmental functions as directed by
supervisor.
Responsible for keeping work area neat and orderly.
Maintains credit hold listing and verifies status of all customer
orders before shipment.
Rate of pay - Grade 6.
CNC MACHINE OPERATOR - Shapes and finishes precision machined parts on
one or more automatically controlled machines. Loads parts or raw materials into
machine and clamps them in place ... aligned with cutting tools. Operates
controls to start pre-set operations which automatically perform a series of
functions, such as facing, surfacing, chamfering, boring, tapping, rough
cutting, finish cutting ... etc. Removes finished pieces, inspecting them
visually by gauges or other measuring devices. Performs other secondary
operations during machine cycle.
Observers operation of machine closely to locate or detect tool
defects, failures or machine malfunctions and reports such to supervisor.
Operator is responsible for daily maintenance and upkeep of machines.
The rate of pay will be that of Group (6).
CNC MACHINE PROGRAMMER/OPERATOR - Responsible for developing machining
programs & performing set-up, which will result in the most efficient
utilization of production CNC machines.
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When not performing above function, operator will be required to run
production per the CNC operator job description.
Persons to be placed in this position will be selected by management.
Management reserves the right to develop machine programs & perform CNC
set-up.
This job will be performed on any shift with plant seniority of either
"CNC operator" or "CNC Programmer/Operator" governing shift preference.
Qualifying time will be 90 working days. Until this person demonstrates
full programming ability, pay rate will be Group 7.
Rate of pay will be Group 9.
COIL ASSEMBLER: OF VOICE COILS USED ON WIDE BAND HI - COMPRESSION
DRIVERS - Individual must learn the skills and techniques that are required in
all the steps leading toward the completion of all coil assemblies. Performance
to acceptable production and quality standards is required.
Knowledge in the proper use of adhesives, fixtures, solders, fluxes,
solvents, etc., that are used in the production of these assemblies is required.
Verification of qualifying will be based on the successful assembly and
testing of 12 complete parts per family. Personnel bidding on this job must
qualify or be disqualified.
Qualify 120 working days. Must qualify on DH1A's & DH2A's within 80
working days. Remaining 40 days qualify on 2012's and 1506's. Company and Union
agree all qualified operators shall be rotated. All present employees will be
placed under grandfather clause.
Employees working on Wide Band Assembly should they have over 30 days
are subject to being bumped by a fully qualified operator. Should the operator
have less than 30 days are subject to being bumped or laid off in line of
seniority.
COIL WINDING - Ability to wind coils productively.
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DEPARTMENT HEAD - PLASTIC AND DIECAST - Shall instruct operators on job
assignments, (diecast - plastic - saw - trim presses - xxxxxxx - vibrators and
hand burring operations). Shall assist (when necessary) in the set-up of all
machines in the plastic department, give on-the-job instruction, oversee quality
and perform other such duties, as directed by the Management. Shall also operate
machines in the plastic department.
DIECAST OPERATOR - Operate diecast machines as instructed by supervisor
or department head. Operator does not make adjustments to machines but must
notify set-up operator of any malfunction of machine being operated. Must know
basic quality standards. Keeps work area and machine clean. Maintains and
follows safety standards. Operators will be selected by job posting procedure.
DOME MACHINE OPERATOR - Must be able to operate dome form machines
productively to set procedures. Responsible for monitoring and recording Q.C.
samples which include:
Height of the dome.
Temperature that dome was run at.
Inch pounds of pressure machine is running.
Heat numbers of the material being run.
Performance of machine or material.
Record daily production and number of rejects.
Qualifying time will be 30 working days.
Rate of pay will be Group 5.
FORK LIFT OPERATOR - Operates a manually controlled gasoline or
electric powered lift truck to transport materials, stock and products about the
warehouse and factory. May also operate hand truck when necessary (or for sake
of expediency) in transporting materials, stock and products. Shall assist when
necessary (when the fork lift is normally required) in the loading or unloading
of trucks and shall keep the fork lift supplied with fuel, and in the best
operating condition possible and shall operate the lift truck in a safe and
proper manner at all times.
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Fork Lift 2nd and/or 3rd Shift. Company and Union agree to designate 1
employee on the 2nd and/or 3rd Shift who will become a Licensed Fork Lift Drive
for the purpose of set-up of large dies in plastic's and diecast departments or
unloading a truck which may come in late. Remove tote boxes or plastics which
are in stacked positions. The fork lift cannot be used prior to 5:00 (winter
hours) and 4:00 (summer hours) if the Company has prior knowledge to an incoming
semi; the normal fork lift operators shall be kept over.
GENERAL ORDER FILLER (STOCK ROOM AND/OR WAREHOUSE) Performs all duties
of locating stock, filling orders properly, identifying and locating parts. Must
have complete knowledge of all paper work on locating and disbursing all parts.
Accomplishes all necessary paper work to maintain complete records of all
materials received or disbursed from stock room or warehouse.
Performs all other duties as designated and instructed by Supervisor,
Department Head or Group Leader.
Must perform all duties to keep stock room and/or warehouse in neat and
orderly fashion.
GROUP LEADERS (AND DEPARTMENT HEADS) - It is the responsibility of the
group leaders and departmental heads to carry out by direction of the company,
placement of employees within their department, to report to management lack of
work for employees in that department, to see that materials are available for
work, to see that necessary paper work is processed and to provide means for
training on the job.
It is recommended that group leaders and department heads confer with
Management relative to needed jigs, fixtures, tools and safety devices which
would facilitate operation of their department. In departments where there are
both group leaders and department heads, the department heads shall have
jurisdiction over the group leader(s).
HEAVY MAGNET PACKER - Responsible for heavy magnet packaging, including
hardware and literature. Keeps updated on added or deleted parts, paint finish,
and proper skid placement. inspects each unit for paint finish and production
handing marks. Insures each unit conforms with Q.C. specs. Counts and records
units shipped.
Qualifying time will be thirty (30) days.
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Rate of pay will be Group 5.
HIGH PERFORMANCE DRIVER TEST - Tests all High Performance drivers. Runs
rub, buzz and distortion tests on cover assembly, and assembles to magnet
assemblies. Measures and/or runs curve for response, level, impedance, etc., by
using curve tracer, oscilloscope, audio-oscillator, and associated equipment to
determine conformance to specified limits. Makes minor external adjustments and
setups on test equipment as per instructions. Performs visual/mechanical
inspection of unit per Q.C. instructions.
Runs required tests on cover assemblies using standard magnet assembly
to obtain "Cover Kit" units.
Items not meeting required standards are rejected and properly tagged
as to defect. Those meeting required standards are prepared for transfer or
packaging, i.e., stamp, install nameplate, clean, sent to packaging, or place in
bulk pack as directed.
Have ability to read and understand test procedure information on
prints. Responsible for maintaining daily inspection reports.
IMPACT MACHINE - Ability to operate electric and/or air, and/or
hydraulic press, such as eyelet machine, riveter, etc., productively.
INSPECTORS - Prior to obtaining 26 weeks' rate, inspector must pass the
minimum requirement test as given by the Employer. Failure to pass the minimum
requirement test will result in the disqualification of the employee from the
inspection job.
Inspector (26 weeks experience). Inspector inspects vendor, and/or, in
process material, finished goods or raw material and must be able to read all
measuring devices, such as micrometers, optical comparator, indicators,
verniers, thread gauges, "ring and plug" special gauges for designated
dimensions, etc.
Must be able to read complex blueprints as required to check all
material used in plant. Must have a good knowledge of shop mathematics
pertaining to triangulation and the use of trigonometry tables. Inspectors will
be allowed to use books, tables and calculators to accomplish this end.
Accomplishes necessary paper work to maintain complete record of all
material inspected and to route same for designated disposition.
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Performs all other duties as designated, as instructed by the
supervisor, department head or group leader.
Before receiving 52 weeks rate, employee must serve a minimum of 52
weeks in the department (and pass examination with a grade of not less than
90%). (Test to be given by Employer.)
After being accepted as a 52 week inspector, the inspector will be
required, with a minimum amount of direct supervision or aid, to:
Do any type of layout work required.
Inspect all or any work done in Tool Room in detail, or completed to
job tolerance of .0002. Check treads using 3 wire method, optical equipment, or
gauges. Check gauges, adjust gauges, instruct in use of gauges, fixtures and
jigs for inspection.
Inspectors cut back out of the department shall be cut back in
accordance to plant seniority.
INTER-PLANT PACKAGING - Must select proper packaging material to
prevent breakage or scratching of material to be shipped, will look at all parts
at time of packaging to remove parts that are scratched, dented, or any other
items they may be instructed to look for or sort out while packing. Must select
proper carton or bulk pack to minimize breakage or damage in transit and apply
labels or enter identifying data on each container.
JANITOR - Performs all tasks customarily considered as janitorial or
custodial. Duties include maintaining floors - sweeping, cleaning, stripping,
waxing, and buffing; replacing supply items; wall and window washing; waste
disposal, incinerator operation; normally works to a written schedule but may be
assigned other janitorial duties. Must have ability to learn to operate
efficiently equipment and material used in floor polishing. Must demonstrate
ability to adapt to this type of work within (5) working days.
JIG AND FIXTURE MAKER-BEGINNER - Before receiving jig and Fixture Maker
beginner rate, employee must serve a minimum of (78) weeks at Machinist rate
except those employees qualified under the "Experience and Review Schedule".
Employee must be able to meet all the requirements as set out in Machinist, and
in addition must also have the ability to make production jigs and
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fixtures from layout, make minor tool and die repairs, make simple dies, and do
machine work from layout.
JIG AND FIXTURE MAKER, 1ST CLASS - In addition to requirements for Jigs
and Fixture Maker, Beginner must be able to make advanced jig and fixtures from
parts, drawing or layouts. Must serve (1) year in "Jig and Fixture Maker -
Beginner" classification before consideration for advancement, or in the
judgment of management must have demonstrated skill and ability required for the
job.
LOAD AND UNLOAD SPRAY PAINT (PAINT SYSTEM CONVEYOR) - It is the
responsibility of employees in this classification to load the paint system
conveyor racks with parts to be washed and/or painted according to instructions
contained on the shop routing or by direction of the xxxxxxx or his designate,
and to unload such parts and stack them in such a method as is provided, and to
unload carts used for baking the batch-oven. Loading may require pre-racking of
the parts as well as hanging them on the conveyor directly.
Personnel shall be rotated on the various types of work in this
classification.
MACHINIST - Before receiving Machinist rate, employees must serve a
minimum of (26) weeks at Group 4 rate except those employees qualified under the
"Experience and Review Schedule" listed below. Must also have the ability to
service or set up various jobs, do various types of machine work and be able to
make simple jigs and fixtures with supervision.
EXPERIENCE AND REVIEW SCHEDULE - Machinists and Jig Fixture Makers. -
Exceptions to the time requirements as set forth for Machinists and Jig and
Fixture Makers are as follows:
MACHINISTS AND JIG AND FIXTURE MAKERS OBTAIN FROM:
(1) Screw Machine Department 26 weeks time credit
(2) Die Cast 12 weeks time credit
(3) Punch Press 12 weeks time credit
The above time credits shall apply only to those employees who have
obtained the top rate in Screw Machine Department, Die Cast 1 or Die Cast 2 and
Punch Press Department.
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The Credits may be computed on a combined basis but the total time
credited shall not exceed (52) weeks or be less than (12) weeks. These time
credits shall apply only to the above named (3) jobs.
Previous experience (or training) as a Machinist or in Tool and Die
work shall be credited weeks equivalent to the number of weeks spent in that
type of work. Previous work experience credits shall not be added to credits
given for Screw Machine, Die Cast or Punch Press work, but such employees shall
receive the higher number of credits. The time credited under the "Experience
and Review Schedule" plus ability shall determine an employee's classification.
REVIEWS - Reviews shall be held between Management and the Union
negotiating committee in regard to progress being made by Machinists and Jig and
Fixture Makers.
MAGNET ASSEMBLY (LIGHT) - Stock own parts at work position, installs
centering plug in back plate, applies bead of cement evenly so as to not to get
cement in air gap. Cements back plate, pole piece and installs in place, place
magnet, cement magnet, place front plate, install centering pins in air gap.
Place magnet assembly in tray, to box or other container for handling. He is to
see that parts are correctly put together before placing in container. Must be
able to operate productively.
MAGNET PRESS - Place magnetized magnet assembly in center of frame,
place frame and magnet sub assembly into hydraulic press, press magnet assembly
into frame, remove frame and magnet assembly, place on conveyor belt, make up
screw assembly, place screws into frame to hold magnet and drive screws with
power drive.
Must be able to operate productively.
MAINTENANCE 2 - Must work for a period of at least (6) months in
Maintenance Department at Group 4 classification rate.
Maintenance 2 employees shall, during this (6) month period, assist one
or more workers in Maintenance 1 group or the Maintenance Department Head or for
the Maintenance Group Leader(s) perform specific or general duties of lesser
skill. At the end of (6) months he shall be upgraded in pay to Maintenance 2
rate.
MAINTENANCE 1 - Must have at least (12) months experience in Department
and also, in order to obtain Maintenance 1 rate, he must qualify as required in
the test listed below.
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Completion of qualifying time will establish test date.
REQUIREMENTS AND TESTS FOR MAINTENANCE:
PLUMBING: (Air - Gas - Water - Oil - Steam)
Steam traps - Where and how used.
Check Valves - Where and how used.
Pipe and pipe sizes.
Copper Tube - Types of joints.
Types of pipe dopes used in various applications.
ELECTRICAL: (Single and 3 phase circuits)
How to determine fuse by knowing loads in volume (xxxxx).
How to determine wire size by knowing loads in volume (xxxxx).
How to determine conduit size by knowing loads in volume (xxxxx).
Hook up of motors and rotation control.
Use of meters for voltage reading - amp reading and resistance.
Must be able to do workmanlike job of conduit and open circuit wiring.
WOOD WORKING:
Must be able to make rectangular frame with right angle corners
(Mitered Corners).
Must know how to use wood working tools as possessed by the Company.
Must know paint, thinning, etc.
Must be able to do workmanlike work in simple carpentry.
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BOILER:
Must know maintenance of boiler and heating equipment. In addition to
the above test Maintenance 1 employees must also have at least a basic knowledge
of:
Installation of equipment, set-up, and general maintenance - Must be
able to install or assist in the installation of machines and equipment, set up
machines and equipment and perform maintenance duties on machines and equipment.
Be able to do general maintenance work relative to the upkeep and maintenance of
all Company property.
MAINTENANCE TECHNICIAN 2 - Must have a minimum of 2 years in
Maintenance 1 classification, similar experience in maintenance somewhere else,
or demonstrated ability to repair CNC equipment and other computer conrolled
machinery in a timely manner and with assistance as needed. Must be able to
analyze and make major machine and equipment repairs and must be able to read
schematics.
Individual must also demonstrate ability by successfully passing a
qualifying test covering electrical, hydraulic systems and pipe fitting.
Rate of pay will be Group 12B.
MAINTENANCE TECHNICIAN 1 - In addition to Maintenance 1 and Maintenance
Technician 2 duties, the individual in this position must be able to analyze
defects and perform repair of electrically, pneumatically, hydraulically
operated and/or computer controlled machinery, in a timely manner.
A minimum of 5 years in Maintenance 1 and/or Maintenance Technician 2
or equivalent is required, plus individual must demonstrate ability by
successfully passing qualifying test.
Rate of pay will be Group 13.
MASTER PAINTER - In addition to Spray Painter-Beginner ability, a
Master Painter must have knowledge to operate the electro-static paint system
which includes technical direction to conveyor loaders as to methods of hanging
parts on hangers and conveyor, placement of employees within the department, to
see that materials are available for work, the operation and control of the
phosphate washer, the operation and control of the baking oven, and the
operation and control of the electrostatic spray equipment.
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Must instruct to see that proper paperwork is processed and provide
instruction and training to Spray Painter-Beginner in all phases of paint
operation.
When more than one Master Painter is available, they shall rotate
monthly between hand paint and systems operation.
Spray Painter-Beginner will be given the opportunity to qualify in
Spray Painter-All Around classification after (3) months training and service.
Spray Painter-All Around will be given the opportunity to qualify as
Master Painter. Selection shall be made on the basis of ability. Spray Painter
selected to do this work shall receive Master Painter rate and be put on a
probationary period for the first 90 days of work.
MILLING MACHINE OPERATOR - Must be able to set up and operate
productively the various productive milling machines as used in our plant.
PAINT STRIPPER - Performs all tasks considered as Paint Stripper.
Duties include stripping, brushing and any other operations required to remove
paint to make parts reusable. This is a wet operation requiring the use of
chemicals or solvents used in softening or loosening paint.
Strips paint rack, hangers, and fixtures as needed.
PARCEL POST & ORDER FILLER/HEAVY PACKER - Must have knowledge of all
part numbers and materials locations, be able to pack, label and compute charges
for all parcel post and united parcel shipments. Must know the united parcel
territory, parcel weight and dimensional limitations.
Fills shipping or transfers orders for finished goods from stored
merchandise in accordance with specification on sales slip, customer order or
other instructions.
Must, in addition to filling orders, indicate items filled or omitted,
report shortages in materials or finished goods to supervisor and perform other
related duties.
Does strapping of all materials for Shipping and storage. Checks all
materials from production and verifies count before storage or shipment. Must
have knowledge of all materials in stock in order to verify count and fill
orders for heavy packer shipments.
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Must be able to select appropriate type and size of container for
material to be shipped or stored. Must assist in loading of such shipments into
truck, car, train or whatever method of transportation is to be used in the
transport of such shipments.
Must have the knowledge of and be able to prepare foreign shipments
that may fall into this category as well as domestic shipments.
Does all labeling on heavy packer shipments, prepares list of material
being shipped and supplies to supervisor for xxxx of lading preparation.
PLASTIC MACHINE OPERATOR - May be required to regulate the temperature
for different materials used and also be able to regulate the pressure required
for different materials and different molds used. Must be able to purge machine
when needed.
Employee must have the ability to cycle molded part(s) correctly.
Must be able to run all plastic molding machines productively.
PLASTIC SET-UP/OPERATOR - Perform set-up on plastic machines, trim
tooling and any equipment pertaining to the plastic department.
Will be required to run production on any job within plastic department
when not performing set-up duties.
Must be able to read blueprints so that the right part is being molded.
Keep control of all materials and parts and see that they are
identified at all times.
Must perform set-up for 60 working days at Group 7, 30 days at Group 9
and be able to demonstrate set-up proficiency before being advanced to Group 11.
Personnel to fill this position will be selected by management.
PLATING - Must have the ability to do plating and operate degreaser
productively.
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The Company will order (2) sets of clothing (shirts and pants only) for
each employee each year by July 15th and provide $30.00 for boots or shoes, also
by July 15th.
Employees who bid or bump in Plating shall undergo blood test and chest
x-ray which will be provided by the Company upon acceptance of job and then on
an annual basis.
POLISHER - (INCLUDES FINISH SANDING) - Must have ability to polish and
finish sanding productively.
POLISHER-PROCESS - Operator who can do all types of polishing as
performed in our shops with a productivity equal to 90% of rates with a reject
allowance of 5% on this production. (Rates to be established by experienced,
efficient operators on the various jobs using time study figures with standard
time on all operations rated and with a 15% personal and incentive allowance
added to this figure.) This is a minimum requirement for qualification only.
Time study results are to be available to interested parties and may be
reviewed by mutual agreement.
Operators may at any time request an opportunity to qualify for top
rate. Priority on examination shall be on the basis of departmental seniority.
POWER SAW - Breaks and saws diecasting gates according to
specifications or instructions and does other saw work that may be required.
Sets up and makes adjustment on saw and repairs broken saw blades.
PRECISION DIAPHRAGM TRIM - Trims diaphragms with close tolerance
guidelines. Must perform to established production standards. May be required to
verify accuracy.
Qualifying time will be 30 working days.
Rate of pay will be Group 5.
PUNCH PRESS OPERATOR - Runs machine productively.
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RECEIVING CLERK - Must have knowledge of all paper work related to
receiving of materials, processing of all paper work, checking packing slips and
orders to verify correctness of shipment, route material to proper persons or
destination, properly xxxx all containers as to contents and notify proper
person(s) or departments of any changes.
Keeps department in a neat and orderly fashion and notifies xxxxxxx of
any needed equipment or supplies.
After (30) days qualifying time, rate of pay shall be Receiving Clerk
Beginner. After an additional (90) calendar days, rate of pay shall be Receiving
Clerk.
NOTE: RECEIVING CLERK TEST - (Also test receiving clerk - beginner and
general order fillers. AGREED: Both parties are in agreement that the Receiving
Clerk-Beginner and General Order Filler jobs shall be subject to posting and
employees eligible for such jobs as the result of posting shall also pass an
examination as determined by agreement between Management and Union.
Information concerning the examination shall be available to interested
persons.
RELIEF OPERATORS - Replace each operator (on assigned line) in
rotational order for personal relief. Assist group leader (line members) at
start of shift in such matters as cement mixing, filling cement applicators,
etc. When not required for relief duty may assist mend operator or any trouble
spot on line.
(a) It is understood that relief operators are provided on progressive assembly
lines for the express purpose of providing time for the line operators to
obtain necessary physical relief and not to provide additional break time as
such.
(b) Each line with no less than seven operators or more than 20 operators will
be assigned a relief operator.
(c) Lines which can be considered a convenient grouping for relief purposes will
be serviced by one relief operator provided that the total line operators do
not amount to more than twenty.
(d) Any line with less than seven operators having a group leader of its own
will be relieved by the group leader. Certain circumstances may require a
relief operator.
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(e) A relief operator shall be assigned to any line of less than seven operators
that has a group leader in common with another line or is not covered by the
provisions outlined in paragraph c.
(f) In emergency (when the assigned relief operator is engaged), the group
leader may relieve. In extreme emergency the mend operator (if one is part
of the crew) may relieve.
(g) In all instances a relief operator shall utilize time not spent in relieving
by performing duties that are outlined in the job description.
REPAIR/PARTS ORDER FILLER - Performs all duties of filling orders
properly, identifying and locating parts, and must pack/package for shipment,
spare parts orders. Accomplishes all necessary paper work to maintain a complete
record of all material received or disbursed from area.
Performs all other related duties as designated and instructed by
Supervisor, Department Head or Group Leader, and is required to keep area in
neat and orderly fashion.
SANDER-ROUGH - Rough sanding of parts necessary for machining and parts
necessary for finish-polishing.
SCOPE TESTER - Requires good vision or corrective glasses. Ability to
follow verbal or written instructions. Maintains test records on results of
tests.
Performs visual mech. inspection of products for mech. integrity and
proper finish.
Makes minor external adjustments to test equipment as per instructions.
Measures specified parameters such as frequency response, level, impedance,
etc., using oscilloscope and associated equipment to determine conformance to
specified limits.
Equipment and limits to be supplied by Quality Control.
May be required to perform light assembly operations in addition, as
time allows.
Operator must be able to operate productively.
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SCREW MACHINE OPERATOR - One month at regular base rate. If during this
time an operator fails to show, in the estimation of the xxxxxxx, the ability to
adapt himself to this type of work, he shall be removed from the job. It is the
intent that qualifiers for all classes shall be selected by departmental
seniority.
CLASS 3
(A) Must qualify on (1) machine.
(B) Operate productively (quantity and quality).
(C) Know lubrication.
(D) Dress tools.
(E) Not required to make set-up.
(F) Make minor adjustments.
CLASS 2
At least (3) months experience.
Ability to set up and grind tools on repeat jobs.
Know machine adjustments
Able to operate any machine in department, but such training to be
deferred when production cannot be interrupted due to production schedules.
CLASS 1
Must demonstrate ability to make original set-up from print on all
machines in the department, and run all machines productively. Knowledgeable use
of all measuring devices, required to check in-process work, must be
demonstrated to the production xxxxxxx.
SERVICE REPAIR - Must have full knowledge of microphones, speakers, and
drivers manufactured by the company. Determines source of trouble in faulty
products returned for repair. Repairs and tests to satisfactory performance and
records
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information as required by the Departmental Supervisor. Must be capable of
desoldering and soldering for the purpose of the changing of electronic
sub-assemblies and components under the direction of technician or supervisor.
Will do packing/packaging as required. All work performed in this job
classification must meet good workmanship standards as determined by the Quality
Control Department.
SET-UP, ASSEMBLY - Must be proficient at making set-ups on all
machines, equipment, jigs and fixtures used, or that may be used, in the
sub-assembly of the various products of the company, such as wire strippers,
coil winders, riveters, eyeletters, hydraulic presses, stitches, staplers, etc.
Must maintain stock, in an orderly manner, or spare parts on this
equipment in order to make minor repairs when required, and prepare requisitions
for the procurement of these parts.
Must maintain file on all pertinent information, parts lists,
operator's manuals, etc., on all equipment set up by him.
Must provide set-up equipment to scheduled requirements as directed by
the Superintendent of the Assembly Division.
Applicants for this premium job are selected from job postings as
follows:
1) All applicants will be given two tests -
(a) Adaptability test - form A - SRA Service
(b) Mechanical aptitude test.
Both tests will be conducted and evaluated by Michiana Employment
agency of South Bend or any other source as may be chosen by joint agreement.
2) Test results evaluation will be studied and the applicants chosen by test
grades and seniority.
3) Applicants chosen will start at Set-Up Man Beginner rate.
4) At the end of (65) days of work, applicant will be given a proficiency
test on his work, provided by the Chief Production Engineer.
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a) If applicant does not pass this test, he will be allowed an additional
(30) days of work at Set-Up Man Beginner rate, after which he will be
tested again. Should he fail, he must withdraw from the classification.
b) If the applicant passes either the first or second test, he will be
advanced to Set-Up Man rate.
SPECIALIZED MICROPHONE TESTER-REPAIR - The specialized microphone
tester shall perform all normal service repair operator duties, and additionally
shall do specialized testing of microphones and elements.
Operators eligible to perform this specialized testing shall be
selected from the service repair operators in the following manner:
Notice of an opening shall be given to the service repair operators.
Those who desire this job shall sign for the job. The Company will
select the most senior operator or operators, as required. Training will be
accomplished within a six month period.
The most senior selected operator will be paid at the rate full time;
operator number two will be paid normal service repair operator rate, except
while in training. Operator actually performing the specialized microphone
tester job due to absence of the more senior operator will be paid full rate for
each day of replacement.
SPECIALIZED SOLDERER - Description - Soft soldering of conductors to
fixed terminals or lead out wires to voice coil leads, on dynamic microphones
head sub-assemblies and dynamic speaker transducer sub-assemblies, does not
apply to soldering of lead outs on final assemblies. May be required to clean
flux, dress leads and use various cements and solvents. Will also include
operation of Micro-Welders.
PREREQUISITES -
1. Opening or position must exist.
2. 56 hours of line rate soldering.
3. Completion of advanced soldering course consisting of 2 hours of instruction
and demonstrations in the classroom by a qualified instructor.
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QUALIFICATION - Must qualify within a period of (7) working days. Qualifications
will be determined by the Quality Control Department using Process Specification
402- 2.150. (Soft Soldering of Electrical and Electronic Connections.)
(Line Soldering - A line solderer must complete a basic course in soldering
consisting of (3) hours of instruction and demonstrations in the classroom
conducted by a qualified instructor. Line soldering may consist of one or more
of the following types of soldering wires, induction soldering, printed circuit
soldering, etc.)
SPRAY PAINTER-BEGINNER - Knowledge of spray painting, degreasing,
baking and mixing own paints. Must be capable of coloring the surface of
materials to match or simulate other materials and be able to spray surfaces
without leaving starved areas or runs.
Must have a thorough knowledge of mixing own paints and shall clean own
spray guns, hose the material container with solvent. Also keeps spray booths
and oven clean in the safest manner possible.
SPRAY PAINTER-ALL AROUND - In addition to spray painter-beginner
ability, a spray painter-all around must have knowledge to operate the
electrostatic paint system which includes technical direction to conveyor
loaders as to methods of hanging parts on hangers and conveyor, the operation
and control of the phosphate washer, the operation and control of the baking
oven, and the operation and control of the electrostatic spray equipment.
Spray painter-beginner will be given the opportunity to qualify in this
classification after (3) months training and service.
SYSTEMS INSPECTION AND REPAIR - Inspect all systems returned for repair
or credit and list damage to cabinets due to improper packaging, rough handling
by carrier, misuse by customer or defects in workmanship, on the form provided
for this use. Will do packing/packaging as required.
Determine the defective components in the system that need replacing.
Perform all other duties necessary to the repair of systems - except color
patching of cabinets.
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73
SYSTEMS TESTER - Tests all systems after assembly. Connects component
or system under test to audio-oscillator, checking for continuity through the
frequency range the unit is designed for. Listens for voice coil rubs, rattles,
hum or other objectionable distortions.
Those items meeting required standards are either sent to assembly or
packaging as the individual case dictates.
Those items not meeting required standards are rejected and are
properly tagged as to defect, and returned to production for processing. Must be
able to follow simple written instructions as to operation of equipment used in
checking systems.
Inspects cabinets prior to packaging.
Must have knowledge of finishes and proper construction of cabinets.
Should be familiar with all models manufactured.
Ability to read and understand information on blueprint is necessary.
Should be able to determine when it is necessary to repair, finish,
such as "tough up," "burn in"; and determine when such repair has been
accomplished satisfactorily.
Be able to accomplish daily inspection reports.
Should be able to recognize good workmanship.
TOOL CRIB ATTENDANT -
1. Sharpen Drills.
2. May be requested to cut stock.
3. Keep record of all stock, tools and operating supplies on hand.
4. Receives, stores and issues tools, dies, fixtures, operating supplies,
janitorial supplies and stock.
5. Clean tools, dies and fixtures and prepare them for inspection.
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74
6. Applies preservative to tools, dies and fixtures when necessary to protect
for storage.
7. Will be responsible for crib housekeeping.
8. Maintain records on minimum on-hand requirements of all small tools,
operating supplies and janitorial supplies, as established by Management.
9. Institutes a re-order alert to the xxxxxxx when minimum on-hand balance is
reached.
10. May transport tools, dies, jigs and fixtures to the tool room when servicing
is required and return them to crib location when servicing is completed.
TOOL & DIE LEAD PERSON - Must be qualified in First Class Tool & Die
Classification. Must have the ability to relate information on assigned project
to other toolroom personnel assigned to the same project.
Tool & Die Lead Person will have primary responsibility of directing
assigned project to completion.
Tool & Die Lead Person will be selected by management as job
assignments require from the First Class Tool & Die Classification.
TOOL AND DIE MAKER-1ST CLASS - Expert Tool and Die Maker capable of
layout, practical design, and all phases of tool and die construction and
maintenance. Must have (8) years related experience of (6) years experience with
supervisor's recommendation, of which 2 years must be equivalent to Tool and Die
Maker 2, and pass qualifying test or possess a valid Tool and Die Maker,
Journeyman's card.
TOOL AND DIE MAKER 2 - Before receiving Tool and Die Maker 2 rate,
employee must meet all requirements as set out in Jig and Fixture Maker-Beginner
and Jig and Fixture Maker 1st Class descriptions. Must be able to make major die
and mold repairs, construct die and mold components from layout and have the
ability to construct dies and molds from layout to completion, with supervision
as necessary.
TRUCK DRIVER - Drives trucks to transport or pickup mail, materials,
merchandise and equipment to and from various destinations as designated. May
also load or unload truck with or without helpers, makes minor mechanical
repairs and
71
75
keeps truck in good working order. Reports to Supervisor anything that needs to
be fixed or when it is time for oil changes, etc.
The Company agrees to pay eight hours pay per day for away-from-home
drivers who are delayed 24 hours or more due to an emergency through no fault of
their own.
Any accident, no matter how minor, must be reported to Supervisor.
VIBRATOR OPERATOR - Operates vibratory or tumbling equipment for the
purpose of removing flash or burrs from parts. Employees who bid or bump in
Vibrator shall undergo hearing test which will be provided by the Company upon
acceptance of job and then on an annual basis.
ARTICLE 38
PLANT CLOSURE
In the event that the Company ceases operations at its Buchanan,
Michigan Plant, the Company agrees to give the Union a minimum 60 working days
notice. Within 5 working days after notification, the Company and the Bargaining
Committee will meet to negotiate on all the issues pertaining to the Bargaining
Unit employees as a result of the closing of the Xxxxxxxx Plant.
ARTICLE 39
DURATION OF AGREEMENT
Section 1. This agreement shall remain in effect until Midnight, June
18, 1996 and shall then renew itself from year to year thereafter unless notice
of termination in writing via registered mail is given by either party at least
(60) days before the next expiration date of this agreement. Upon receipt of
such notice a conference shall be arranged for within ten (10) days.
72
76
1993
JANUARY MAY SEPTEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 1 1 2 3 4
3 4 5 6 7 8 9 2 3 4 5 6 7 8 5 6 7 8 9 10 11
10 11 12 13 14 15 16 9 10 11 12 13 14 15 12 13 14 15 16 17 18
17 18 19 20 21 22 23 16 17 18 19 20 21 22 19 20 21 22 23 24 25
24 25 26 27 28 29 30 23 24 25 26 27 28 29 26 27 28 29 30
31 30 31
FEBRUARY JUNE OCTOBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 6 1 2 3 4 5 1 2
7 8 9 10 11 12 13 6 7 8 9 10 11 12 3 4 5 6 7 8 9
14 15 16 17 18 19 20 13 14 15 16 17 18 19 10 11 12 13 14 15 16
21 22 23 24 25 26 27 20 21 22 23 24 25 26 17 18 19 20 21 22 23
28 27 28 29 30 24 25 26 27 28 29 30
31
MARCH JULY NOVEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 6 1 2 3 1 2 3 4 5 6
7 8 9 10 11 12 13 4 5 6 7 8 9 10 7 8 9 10 11 12 13
14 15 16 17 18 19 20 11 12 13 14 15 16 17 14 15 16 17 18 19 20
21 22 23 24 25 26 27 18 19 20 21 22 23 24 21 22 23 24 25 26 27
28 29 30 31 25 26 27 28 29 30 31 28 29 30
APRIL AUGUST DECEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 1 2 3 4 5 6 7 1 2 3 4
4 5 6 7 8 9 10 8 9 10 11 12 13 14 5 6 7 8 9 10 11
11 12 13 14 15 16 17 15 16 17 18 19 20 21 12 13 14 15 16 17 18
18 19 20 21 22 23 24 22 23 24 25 26 27 28 19 20 21 22 23 24 25
25 26 27 28 29 30 29 30 31 26 27 28 29 30 31
1994
JANUARY MAY SEPTEMBER
S M T W T F S S M T W T F S S M T W T F S
1 1 2 3 4 5 6 7 1 2 3
2 3 4 5 6 7 8 8 9 10 11 12 13 14 4 5 6 7 8 9 10
9 10 11 12 13 14 15 15 16 17 18 19 20 21 11 12 13 14 15 16 17
16 17 18 19 20 21 22 22 23 24 25 26 27 28 18 19 20 21 22 23 24
23 24 25 26 27 28 29 29 30 31 25 26 27 28 29 30
30 31
FEBRUARY JUNE OCTOBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 1 2 3 4 1
6 7 8 9 10 11 12 5 6 7 8 9 10 11 2 3 4 5 6 7 8
13 14 15 16 17 18 19 12 13 14 15 16 17 18 9 10 11 12 13 14 15
20 21 22 23 24 25 26 19 20 21 22 23 24 25 16 17 18 19 20 21 22
27 28 26 27 28 29 30 23 24 25 26 27 28 29
30 31
MARCH JULY NOVEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 1 2 1 2 3 4 5
6 7 8 9 10 11 12 3 4 5 6 7 8 9 6 7 8 9 10 11 12
13 14 15 16 17 18 19 10 11 12 13 14 15 16 13 14 15 16 17 18 19
20 21 22 23 24 25 26 17 18 19 20 21 22 23 20 21 22 23 24 25 26
27 28 29 30 31 24 25 26 27 28 29 30 27 28 29 30
31
APRIL AUGUST DECEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 1 2 3 4 5 6 1 2 3
3 4 5 6 7 8 9 7 8 9 10 11 12 13 4 5 6 7 8 9 10
10 11 12 13 14 15 16 14 15 16 17 18 19 20 11 12 13 14 15 16 17
17 18 19 20 21 22 23 21 22 23 24 25 26 27 18 19 20 21 22 23 24
24 25 26 27 28 29 30 28 29 30 31 25 26 27 28 29 30 31
73
77
1995
JANUARY MAY SEPTEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 6 7 1 2 3 4 5 6 1 2
8 9 10 11 12 13 14 7 8 9 10 11 12 13 3 4 5 6 7 8 9
15 16 17 18 19 20 21 14 15 16 17 18 19 20 10 11 12 13 14 15 16
22 23 24 25 26 27 28 21 22 23 24 25 26 27 17 18 19 20 21 22 23
29 30 31 28 29 30 31 24 25 26 27 28 29 30
FEBRUARY JUNE OCTOBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 1 2 3 1 2 3 4 5 6 7
5 6 7 8 9 10 11 4 5 6 7 8 9 10 8 9 10 11 12 13 14
12 13 14 15 16 17 18 11 12 13 14 15 16 17 15 16 17 18 19 20 21
19 20 21 22 23 24 25 18 19 20 21 22 23 24 22 23 24 25 26 27 28
26 27 28 25 26 27 28 29 30 29 30 31
MARCH JULY NOVEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 1 1 2 3 4
5 6 7 8 9 10 11 2 3 4 5 6 7 8 5 6 7 8 9 10 11
12 13 14 15 16 17 18 9 10 11 12 13 14 15 12 13 14 15 16 17 18
19 20 21 22 23 24 25 16 17 18 19 20 21 22 19 20 21 22 23 24 25
26 27 28 29 30 31 23 24 25 26 27 28 29 26 27 28 29 30
30 31
APRIL AUGUST DECEMBER
S M T W T F S S M T W T F S S M T W T F S
1 1 2 3 4 5 1 2
2 3 4 5 6 7 8 6 7 8 9 10 11 12 3 4 5 6 7 8 9
9 10 11 12 13 14 15 13 14 15 16 17 18 19 10 11 12 13 14 15 16
16 17 18 19 20 21 22 20 21 22 23 24 25 26 17 18 19 20 21 22 23
23 24 25 26 27 28 29 27 28 29 30 31 24 25 26 27 28 29 30
30 31
1996
JANUARY MAY SEPTEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 6 1 2 3 4 1 2 3 4 5 6 7
7 8 9 10 11 12 13 5 6 7 8 9 10 11 8 9 10 11 12 13 14
14 15 16 17 18 19 20 12 13 14 15 16 17 18 15 16 17 18 19 20 21
21 22 23 24 25 26 27 19 20 21 22 23 24 25 22 23 24 25 26 27 28
28 29 30 31 26 27 28 29 30 31 29 30
FEBRUARY JUNE OCTOBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 1 1 2 3 4 5
4 5 6 7 8 9 10 2 3 4 5 6 7 8 6 7 8 9 10 11 12
11 12 13 14 15 16 17 9 10 11 12 13 14 15 13 14 15 16 17 18 19
18 19 20 21 22 23 24 16 17 18 19 20 21 22 20 21 22 23 24 25 26
25 26 27 28 29 23 24 25 26 27 28 29 27 28 29 30 31
30
MARCH JULY NOVEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 1 2 3 4 5 6 1 2
3 4 5 6 7 8 9 7 8 9 10 11 12 13 3 4 5 6 7 8 9
10 11 12 13 14 15 16 14 15 16 17 18 19 20 10 11 12 13 14 15 16
17 18 19 20 21 22 23 21 22 23 24 25 26 27 17 18 19 20 21 22 23
24 25 26 27 28 29 30 28 29 30 31 24 25 26 27 28 29 30
31
APRIL AUGUST DECEMBER
S M T W T F S S M T W T F S S M T W T F S
1 2 3 4 5 6 1 2 3 1 2 3 4 5 6 7
7 8 9 10 11 12 13 4 5 6 7 8 9 10 8 9 10 11 12 13 14
14 15 16 17 18 19 20 11 12 13 14 15 16 17 15 16 17 18 19 20 21
21 22 23 24 25 26 27 18 19 20 21 22 23 24 22 23 24 25 26 27 28
28 29 30 25 26 27 28 29 30 31 29 30 31
74
78
FEBRUARY 1, 1993
AGREED LANGUAGE BETWEEN UNION AND COMPANY
FOR UNION CONTRACT
AGREEMENT
Change date to _________, 1993.
ARTICLE 2
UNION SHOP
Take out first five words in first paragraph. (As a condition of
employment).
ARTICLE 3
HOURS AND OVERTIME
Add under Section 4 - Paragraph 2 "Should overtime be offered and the
employee refuses it they shall be charged with such overtime. Once an employee
is offered overtime and refuses, the Company shall not offer overtime to that
employee for any job for that specified time period."
Should an employee wish not to be considered for overtime, on a
continuous basis, notification is to be given to the supervisor in writing with
a copy to the Chief Xxxxxxx. The Company will not consider a person eligible for
overtime until notification is withdrawn.
Change under Section 4 Paragraph 1 - No more than 10 hour inequity on
turn sheet between operators with exception of Tool Room Classification.
Overtime will be divided as equally as possible on all jobs that all
classifications can perform. The Tool Room turn sheet will be kept by the Tool
Room supervisor.
Change Date in paragraph 4 - _________, 1993.
Add under Section 6 - (d) Agreed adjustments relative to make up of
lost overtime outside of your department shall be acted upon within 21 calendar
days or employee will be paid.
79
ARTICLE 5
SENIORITY
Add under Section 3 paragraph 1 - "machine breakdown" after TEMPORARY
LAYOFF (3 days or less) occasioned by curtailed production, machine breakdown,
or material shortages affecting (5)......
Section 3 paragraph 2 - change to read "An employee losing more than
(12) hours to an employee . . . ." Section 7 Protected Positions - Take out:
ARTICLE 16
SENIORITY - OUT OF BARGAINING UNIT
Delete Section 2 through Section 4.
ARTICLE 32
COST OF LIVING
Section 2. paragraph 3 - change dates
ARTICLE 33
JOB POSTING
Section 1 job listings:
(H) Delete the word "Assistant"
Add (I) Plastic Set-Up
Change wording in paragraph 3 - Delete the words "machinist
classification" and add "above classifications".
ARTICLE 34
GENERAL
Section 2 add after paragraph 4 - A supervisor has the option to
qualify a person before the 30 day qualifying period has expired.
Section 11. Language to stay the same as is in current contract book.
2
80
Listing of areas to be designated as NON-SMOKING areas but will not
appear in contract:
Lunch/Break - Canteen area
Plating Department
Paint Department
Chemical areas
Shipping, Receiving, Stockroom Department
Repair Department
Restrooms
Clean Room Department
Tool Room Department
Paint Shed
Smoking will be allowed in the following areas at employees desks until
otherwise agreed upon:
Shipping, Receiving, Stockroom Department
Section 7 Protected Positions - Take out:
#15 Tool Crib Attendant
#19 Strike the word Assistant
Paragraph 6 change to read "familiarization" period not to exceed 8
hours.....
ARTICLE 7
LEAVE OF ABSENCE
Insert:
(E) CHILD CARE LEAVE
Electro-Voice Xxxxxxxx will provide a maximum of 26 weeks unpaid leave
for an employee to care for and bond with newborn or newly adopted children. The
26 weeks will begin on the day of adoption or on date of employee's release to
return to work. This Child Care Leave may be used once every two years by an
employee.
3
81
Any employee on a Child Care Leave will accumulate seniority during
such leave and upon return to work will be re-employed at their former or
similar position in accordance with their seniority.
While on Child Care Leave, an employee's insurance will be terminated
after the first thirteen weeks. An employee's medical and life insurance can be
continued if the employee makes monthly premium payments to the company.
There must be a two week prior notification to the company by the
employee of their desire to use the Child Care Leave. Proper certification,
birth certificate, or adoption papers, must accompany any Child Care Leave
request.
(F) FAMILY CARE LEAVE
Electro-Voice Xxxxxxxx Plant will provide a maximum of thirteen weeks
unpaid leave for an employee to care for a member of their immediate family
(mother, father, spouse, brother, sister, or child) who is totally disabled due
to sickness or accident. Three extensions in monthly increments will be provided
if necessary. (In rare and unusual circumstances, the leave committee may
consider more than three monthly extensions.)
Any employee on a Family Care Leave will accumulate seniority during
such leave and upon return to work will be re-employed at their former or
similar position in accordance with their seniority.
A statement from the family member's physician, stating the need for
family care and the anticipated length of the disability, must accompany the
request for a leave. Disabilities of less than four days will not be considered.
While on Family Care Leave, an employee's insurance will be terminated
after the first thirteen weeks. An employee's medical and life insurance can be
continued if the employee makes monthly premium payments to the company.
Add under Paragraph 9 - One day to be day of funeral. Employee to
inform personnel of the day of the funeral.
4
82
ARTICLE 9A
SECTION 2
Last Paragraph - Agreement on Maintenance Extra Help. The Company and
the Union agree that Maintenance Tech I and Maintenance Tech 2 are not
progressive jobs. Should an employee who has not previously qualified in
maintenance be used as extra help in maintenance, that employee shall be paid
the Maintenance 2 rate or their own rate, whichever is higher.
ARTICLE 10
VACATIONS
Change Vacation period to read as follows:
January 3, 1993 - May 22, 1993
May 23, 1993 - September 25, 1993
September 26, 1993 - December 18, 1993
December 19, 1993 - January 1, 1994
January 2, 1994 - May 28, 1994
May 29, 1994 - September 24, 1994
September 25, 1994 - December 17, 1994
December 18, 1994 - January 7, 1995
January 8, 1995 - May 27, 1995
May 28, 1995 - September 23, 1995
September 24, 1995 - December 16, 1995
December 17, 1995 - January 6, 1996
January 7, 1996 - May 25, 1996
May 26, 1996 - September 28, 1996
Change paragraph 6 and insert new dates in regards to plantwide
shutdown.
ARTICLE 14
NO DISCRIMINATION
Insert the word "Handicap" after the word age.
5
83
ARTICLE 35
COMPENSATORY LEAVE FOR SICKNESS OR EMERGENCIES
Section 1 - Change dates paragraph one.
ARTICLE 36
HOURLY RATES
Group 5 . . . . .Delete (619/719) under Sanding Microphone Stands.
Add Precision Diaphragm Trim.
Group 11 . . . . Delete the word Assistant before Set-Up Die Cast &
Trim Press.
Add Set-Up Plastics.
Appendix A . . Delete Department Head 41.
ARTICLE 37
JOB DESCRIPTIONS
Add under CNC Machine Programmer/Operator:
Programming of CNC can be done on any shift.
CHANGE COIL ASSEMBLE OF VOICE COILS USED ON WIDE BAND HIGH COMPRESSION
DRIVERS TO FOLLOWING:
Qualify 120 working days.
Must qualify on DH1A's & DH2A's within 80 working days. Remaining 40
days qualify on 2012's and 1506's. Company and Union agree all
qualified operators shall be rotated. All present employees will be
placed under grandfather clause.
Employees working on Wide Band Assembly should they have over 30 days
are subject to being bumped by a fully qualified operator. Should the
operator have less than 30 days are subject to being bumped or laid off
in line of seniority.
6
84
Add under Fork Lift Operator
Fork Lift 2nd and/or 3rd Shift
Company and Union agree to designate 1 employee on the 2nd and/or 3rd
Shift who will become a Licensed Fork Lift Driver for the purpose of
set-up of large dies in plastic's and die cast departments or unloading a
truck which may come in late. Remove tote boxes or plastics which are in
stacked positions. The fork lift cannot be used prior to 5:00 (winter
hours) and 4:00 (summer hours) if the company has prior knowledge to an
incoming semi; the normal fork lift operators shall be kept over.
ADD: MAINTENANCE TECHNICIAN 2
Must have a minimum of 2 years in Maintenance 1 classification,
similar experience in maintenance somewhere else, or demonstrated
ability to repair CNC equipment and other computer controlled
machinery in a timely manner and with assistance as needed. Must be
able to analyze and make major machine and equipment repairs and must
be able to read schematics.
Individual must also demonstrate ability by successfully passing a
qualifying test covering electrical, hydraulic systems and pipe
fitting.
Rate of pay will be Group 12B.
ADD: PLASTIC SET-UP/OPERATOR
Perform set-up on plastic machines, trim tooling and any equipment
pertaining to the plastic department.
Will be required to run production on any job within plastic
department when not performing set-up duties.
Must be able to read blueprints so that the right part is being
molded.
Keep control of all materials and parts and see that they are
identified at all times.
Must perform set-up for 60 working days at Group 7, 30 days at Group
9 and be able to demonstrate set-up proficiency before being advanced
to Group 11.
7
85
Personnel to fill this position will be selected by management.
AGREED BY UNION AGREED BY COMPANY
----------------------------------- -----------------------------------
----------------------------------- -----------------------------------
----------------------------------- -----------------------------------
----------------------------------- -----------------------------------
-----------------------------------
-----------------------------------
DATE
----------------------------------- ------------------------------
8
86
MEDICAL PROPOSAL
EFFECTIVE 5/1/93
ACTIVE
1. Company and union agree to PPO Option 1 for active employees at a
contribution rate of:
$2.00 per week for employee
$11.88 per week for plus one
$18.13 per week for two or more dependents
HMO contribution rate will be the same as the PPO1 rate unless HMO
exceeds the PPO1 rate, then employee picks up the difference.
$ 2.00 per week for employee
$11.88 per week for plus one
$24.09 per week for two or more dependents
IBA Classic Choice available with a $250 deductible and an 80%-20%
Co-Pay. Employees will pay differential between PPO Option 1 and
Classic Choice premium.
Active employees and Pre-65 Retirees can access, if desired, Care Net
(Xxxx XX Program) Prescription Mail Service Drug Program as noted below
in the Post 65 Retirees with same co-pay.
PRE 65 RETIREES
2. Company and Union agree to PPO Option 1 for future early retirees until
they reach age 65 at a contribution of 25% for retiree and 100% for
spouse.
ELIGIBILITY
3. Eligibility for the Company contribution toward retiree medical shall
be limited to those employees who have achieved vesting in the pension
plan as of March 1, 1993. Other non-vested employees as of March 1,
1993 can purchase coverage at full cost and without Company
contribution.
87
CAPS
4. Company contribution rates for future retiree medical coverage will be
frozen at:
$900 annually for Post 65 coverage
$1700 annually for Pre 65 coverage
POST 65 RETIREES
5. Company and Union agree to implement the Company proposed Post 65
medical plan with the following exceptions:
NOTE:Retiree contributes 25% for their coverage 100% for spouse
coverage.
Proposes that the following in combination with previous agreements in
language and insurance shall be the agreement:
ARTICLE 7
BEREAVEMENT LEAVE
ADD: Father/Step-Father 3 days
Mother/Step-Mother 3 days
NEW HIRE RATES - $5.00 per hour all three years
13 week is equal to one half of the difference between $5.00
and current rate of Group 1
26 Week rate is current rate of job
NOTE:Job above Group 1 will receive the increment between the job and
Group 1.
All paid time off Articles and Sections - No change except for dates.
PENSION (ARTICLE 23)
lst Year 2nd Year 3rd Year
$17.00 $17.50 $18.25
2
88
No change in amount of life insurance for eligible retirees No change in
reduction factors Employee retiring will receive increases during the term of
the agreement.
WEEKLY DISABILITY (Article 24)
lst Year 2nd Year 3rd Year
$150 $150 $150
LIFE INSURANCE (Article 24)
lst Year 2nd Year 3rd Year
$16,500 $16,500 $16,500
ARTICLE 24
50% - 75% - 100% Joint & Survivor Pop-Up Option available to retiree
upon retirement so all option can be calculated and presented to retiree for
choice at time of retirement.
ARTICLE 36
The Company proposes the following changes:
Job Combinations
GROUP 6
Brake and Shear/Welder
Parcel Post & Order Filler
Heavy Packers
Prescription drug coverage shall be at retiree option Mail Service or
Retail. EXAMPLE: For short term prescriptions retirees can use the
Retail Program and for long term maintenance prescriptions use Mail
Service Drug Program.
Mail Service Drug Program - Care Net (Xxxx XX Program) Generic Co-Pay
$5.00 per prescription filled/refilled (up to 90 day supply)
Brand Co-Pay $15.00 per prescription filled/refilled (up to 90 day
supply)
3
89
Retail Drug Program
All prescription drugs purchased from network pharmacies:
Generic $5.00 Co-Pay then plan pays 100% of network pharmacy cost.
Brand $10.00 Co-Pay then plan pays 100% of network pharmacy generic
equivalent cost. (If generic equivalent is available)
Out of network plan pays 70%.
RETIREMENT SAVINGS (401)k
6. The Company will contribute .333 (33 1/3%) of the first $1200 saved
each year by active participants in the Company Retirement Savings
Plan, e.g. employee saves $1000 the Company will contribute $333.
4
90
Job Upgrades
Wide Band Coil Assembly Group 5
Group Leader Assembly $.15 above Group 5
Heavy Magnet - Group 5
Clerical Repair - Group 6
Clerical Shipping - Group 6
Reduce Plating qualifying time to 6 months
2 additional 5 minute breaks for Die Cast during the summer hours only.
Safety Glasses:
Plain Lens - EV Furnish at N/C
Single Vision Lens - $45.00
Bifocal Lens - $55.00
Trifocal Lens - $65.00
VACATIONS:
Increase vacation by 3 weeks at 7-13 years of service
WAGES/COLA
Effective 3/22/93 Effective 3/21/94 Effective 3/20/95
$.30 increase $.20 increase $.20 increase
COLA
3/22/93 8/22/94 8/21/95
NO COLA $.10 COLA $.10 COLA
5
91
FOR THE UNION FOR THE COMPANY
--------------------------------------------------------------------------------
--------------------------------------------------------------------------------
DATE:
------------------------------
6
92
INDEX
A
Arbitration.....................................................................
B
Bulletin Boards.................................................................
Bumping
Cutback...................................................................
Shift.....................................................................
C
Change of Address...............................................................
Cost of Living..................................................................
Cut Backs Production............................................................
See Layoffs Tool Room...........................................................
D
Discipline and Discharge........................................................
Duration of Contract............................................................
E
Election Day and Jury Duty......................................................
G
Grievances......................................................................
H
Holidays........................................................................
Hourly Rates....................................................................
I
Information to Union............................................................
Insurance.......................................................................
Inter-Plant Transfer............................................................
Inventory Personnel.............................................................
J
Job Descriptions................................................................
Job Evaluation..................................................................
Job Inequities..................................................................
Job Posting.....................................................................
L
Layoffs.........................................................................
Notice of.................................................................
Recall from...............................................................
Leave of Absence................................................................
Line Rated Jobs, Reclassification of............................................
M
Military Service................................................................
i
93
N
Non-Discrimination..............................................................
O
Overtime........................................................................
P
Pension and Severance Pay.......................................................
Plant Closure...................................................................
Posting of Agreement............................................................
Premium Job.....................................................................
Extra Help and Temporary Vacancies........................................
Layoff and Recall.........................................................
Transfer..................................................................
R
Rest Periods....................................................................
S
Seniority.......................................................................
Seniority Out of Bargaining Unit................................................
Supervisors.....................................................................
T
Time Study......................................................................
Tool Room Seniority and Qualifications..........................................
Transfer Inter-plant............................................................
Transfer to Unclassified Jobs...................................................
U
Union Recognition...............................................................
Union Representation............................................................
Union Shop......................................................................
V
Vacations.......................................................................
W
Working Conditions..............................................................
ii
