Post on 20-Dec-2021
transcript
1
AGREEMENT
This Agreement is made and entered
into at Lowell, Michigan, this 20th day of
November, 2015, by and between ATTWOOD
CORPORATION, 1016 N. Monroe, Lowell, Michigan,
hereinafter referred to as the "COMPANY" and
the INTERNATIONAL BROTHERHOOD OF BOILERMAKERS,
IRON SHIP BUILDERS, BLACKSMITHS, FORGERS, AND
HELPERS AFL-CIO, Local M-7, hereinafter
referred to as the "UNION".
The company agrees that if they should
move the operation, now being done at its 1016
N. Monroe, Lowell Michigan Facility, to
another location within 50 miles of Lowell,
this agreement shall be recognized by the
company at the new location and all hourly
employees covered by this agreement shall be
offered to move with the operation.
PREAMBLE
The Company and the Union have a mutual
objective in maintaining successful and
profitable operation of the business and
constructive labor relations, bearing in mind
that the Company is a customer service plant.
The parties agree that the following
conditions of employment will govern the
employment of those individuals covered by
this Agreement and designated as employees of
Attwood Corporation.
Attwood is dedicated to helping marine
customers succeed. Our mission is to partner
with customers and provide the best value in
our products and services by working to
understand pleasure boat business
opportunities, needs, and problems. We
provide:
. high quality products that consistently
meet or exceed customer expectations.
K9848
2
. dependable, on-time delivery to keep
customer assembly lines running and
prevent retail out-of-stocks, and
. competitive prices.
For marine, we focus on boating and
fishing accessories and components that help
maximize the pleasure boating experience, as
well as related markets.
We embrace new technology and continuous
improvement to better service customers, to
provide exceptional value, and to produce
superior business results.
3
ARTICLE I
UNION RECOGNITION
The Company recognizes the Union as the
exclusive bargaining agent with respect to
wages, hours of employment or other conditions
of employment for all production, maintenance,
and other factory employees of the Company's
plant located at 1016 North Monroe Street,
Lowell, Michigan but excluding plant clerical,
office clerical, inspectors, administrative
employees, professional employees, guards,
temporary/on-call employees and all
supervisory employees as defined in the Labor-
Management Relations Act of 1947 as amended.
4
ARTICLE II
UNION REPRESENTATION
Section 1. For the purpose of
representation, the employees of the Company's
plant located at 1016 N. Monroe, Lowell,
Michigan will be represented by a plant-wide
committee of three (3), of which one (1) shall
be the President herein referred to as
Chairperson. This committee will represent the
Union on all matters. The size of the
committee and number of stewards can be
changed with the mutual consent of the Union
Committee and Management.
Section 2. a. The first shift will
have a steward and alternate steward in the
following departments or combination of
departments.
1. Assembly
2. Stockroom Warehouse, Shipping and
Receiving
3. Pedestals
4. MotorGuide / Technical Assembly
(Maintenance will be represented by a
steward from one of the departments noted
in items 1 or 2.)
b. Second shift will be
represented by a Union steward and
alternate steward for Assembly,
Warehouse, Pedestals and MotorGuide.
c. The employees on any shift will
be represented by only one of the above on any
given issue. The alternate steward will
replace the elected steward when he or she is
not readily available.
Section 3. Union officials may be
selected in any manner determined by the
Union; however, once selected, members of the
Shop Committee shall be assigned to the first
5
shift, provided they have seniority, and there
is work on the first shift that they are
qualified to perform. The Shop Committee shall
have preferential seniority plant-wide for
layoff purposes. Stewards shall have
preferential department seniority for layoff
purposes provided they have the ability to
perform the scheduled work. A steward can only
be bumped from his/her classification so long
as he/she has the skill and ability to bump
into another classification within the same
department and on the same shift. It is
further understood in the event of a Shop
Committee person and a Steward working in the
same department they both shall have
preferential seniority for
involuntary/temporary transfers with the
member of the Shop Committee being considered
as having the greater seniority and the
Steward being considered as having the next
greater seniority. Any such preferential
seniority shall apply only during their term
in office. Section 4. The Union shall keep the
Company advised in writing of their
appointment or election of Union
representatives. Such duly certified employees
shall be recognized by the Company upon
receipt of written notification.
Section 5. The Company agrees that
the Chairperson or Designated Committee Person
or Deputy Chairperson will be permitted time
during the day for investigation of legitimate
grievances that have progressed beyond step
one of the grievance procedure provided he/she
records time on a card for that purpose,
secures permission from the floor supervisor
before leaving and reports to the floor
supervisor upon return. The Company also
6
agrees that permission will not be unreasonably withheld. The Chairperson or Designated
Committee Person or Deputy Chairperson will be
compensated at the current rate of their
classification, including add-ons for time so
spent. The parties agree that such time will
be kept at a minimum and that this right will
not be abused. The Company also agrees to pay
members of the Union Committee and Deputy
Chairpersons up to one (1) hour once a month
for the purpose of meeting and communicating
with Stewards from all shifts. It is
understood that in no event will the Company
pay for more than one committee person and/or
one steward in the processing of grievances.
The Company and the Union Committee shall
meet once each month for one(1)hour for the
purpose of reviewing the steward’s agenda and
Third Step grievances. The Company will pay
the members of the Union Committee. By mutual
consent, other parties may be present.
7
ARTICLE III
UNION SECURITY
Section 1. All permanent fulltime
employees at the end of their 90th calendar
day (not including absences) may become
members of the Union.
Section 2. (a) The Company agrees to
deduct from the wages of each employee in the
bargaining unit who submits a voluntary
authorization card directing such deduction,
the Union membership initiation fees and dues
assessments in effect from time to time. Such
authorization card shall be effective the
month in which received by the Company, but
dues shall be deducted in accordance with the
provisions of Section 2 (c) of this Article.
(b) The Financial
Secretary of Local M-7 will submit to the
Company, by the first day of each month, the
amounts so due the Union by the individual
employees.
(c) Such deductions shall
be made by the Company from the paycheck for
the first day falling within the calendar
month, and the Company shall remit such
payment to the Secretary – International
Treasurer within ten (10) days after such
deduction. In cases where seniority employees
leave the Company and their initiation fee has
not been paid, the Company agrees to deduct
same from their last paycheck.
(d) The parties agree
that the check-off authorization card shall be
the same as currently being used.
(e) The Union will hold
the Company harmless and will accept all legal
and other responsibility for the Company's
action in making such deductions.
8
ARTICLE IV
GRIEVANCE PROCEDURE
SECTION 1. A Union representative
shall be compensated at their current rate,
including add-ons for any legitimate time
spent in connection with the grievance
procedure during the scheduled work day. Time
will be paid beyond the end of the scheduled
shift only when the Union representative is
requested to stay by management. The following
grievance procedure shall be strictly
followed:
FIRST STEP: Recognizing the value and
importance of full discussion in clearing up
misunderstandings and preserving harmonious
relations, every reasonable effort shall be
made to settle problems promptly at this point
through discussion. An employee believing he
or she has cause for grieving may, at his or
her option, discuss the matter directly with
the supervisor or may take it up with his or
her steward. It shall be the obligation of the
supervisor and the steward to make their best
efforts to assure that timely and thoughtful
consideration is given to every grievance that
is discussed within the scope of their ability
and authority.
Initial oral discussions with the
supervisor shall be required for further
processing of a grievance, and failure to
honor a request for oral discussion shall be
proper basis for taking the grievance to the
second (2nd) step.
Time limitations will include
twenty-four (24) clock hours when discussing
rates and five (5) working days from
occurrence of the alleged violation of the
contract. In the event time limitations are
surpassed, facts surrounding the violation
9
will be reviewed and mutually agreed to
whether the grievance will be allowed. If the
grievance is accepted beyond the time
limitations, there will be no additional
Company liability after the fifth (5th) day.
SECOND STEP: In the event the grievance
has not been satisfactorily resolved in the
initial oral discussion (Step 1), and the
steward wishes to appeal the grievance
further, it will be submitted in writing to
the Human Resource department. After the
grievance is submitted, an answer will be
given in writing within five (5) working days.
The Company may request a time extension for
further investigation of the grievance. A
meeting will be held to discuss second step
grievance answers.
THIRD STEP: If the grievance is not
resolved at the Second Step, it may be taken
up by the Shop Committee with the Company at
the next meeting, but no longer than thirty
(30) days from the date of the Second Step
meeting, unless mutually agreed upon, provided
the Union notifies the Company within five (5)
working days after the Second Step meeting
that it desires to process the grievance
further. If no such notice is given, the
grievance shall be considered dropped and
shall not be resubmitted.
If the grievance involves discharge
or disciplinary layoff, the grievant may be
present, and he or she will be compensated for
any time lost from the regularly scheduled
work day for the time so spent.
The Fifth Step can be initiated if
the grievance is not resolved at Step Four by
mutual consent of the Union and Management.
FOURTH STEP: If no satisfactory
settlement has been reached
10
under the Third Step, either party may by
notice within Thirty (30) calendar days after
the end of the meeting at the Third Step, call
in special representatives, including
representatives of the Federal Mediation and
Conciliation Services and the Michigan
Employment Relations Commission, to assist in
arriving at a settlement acceptable to all
parties. If no such notice is given, the
grievance shall be considered dropped and
shall not be resubmitted. The parties, by
mutual agreement may waive this step and
proceed with the next step according to the
terms of the Agreement.
FIFTH STEP-ARBITRATION: If a grievance is not
settled at the Fourth Step, it may be
submitted to arbitration by the Union by
giving written notice to the Company within
ten (10) working days after the conclusion of
the Fourth Step meeting, or, if by mutual
agreement the Fourth Step is waived, the
notice shall be given within ten (10) working
days after the Third Step meeting. If such
written notice is not given, the grievance
shall be considered dropped and shall not be
resubmitted. The grieving party shall request
from the Federal Mediation and Conciliation
Service (“FMCS”) a list of seven (7)
arbitrators. Upon receipt of such list, the
Union and the Company shall use a coin toss to
determine which party shall strike first from
the list of arbitrators provided by the FMCS.
Each party shall strike one name in an
alternating manor until one name remains.
This selection process shall be completed
within thirty(30) working days of receipt of
said list. The grieving party shall notify
the FMCS of the remaining name. The award of
the arbitrator shall be final and binding on
11
the Company, the Union and the employee or
employees involved. The expenses of the
arbitrator, including the arbitrator’s fee,
shall be shared equally by the parties. Each
party shall pay its own costs of preparation
and presentation.
The arbitrator shall only have the power and
authority to interpret and apply the
provisions of this Agreement to the grievance
presented and the arbitrator’s decision shall
apply only to the issue arising out of the
facts of such grievance. The arbitrator shall
have no authority to alter, amend, modify,
nullify, ignore or add to the provisions of
this Agreement. The arbitrator shall have the
power and authority to establish the effective
date of any award.
Copies of all arbitration awards shall be
given to the Company and the Union.
SECTION 2. A grievance is a claim of
a violation of a contract provision by the
Company from an employee in the bargaining
unit, or between the Company and the Union
concerning wages, hours, and other terms and
conditions of employment, and refers to the
specific provision of the contract violated
and the facts pertaining to such alleged
violation.
SECTION 3. The Union has the right to
file a grievance at the Second Step on any
questions of application or interpretation of
this Agreement.
12
ARTICLE V
INDUSTRIAL PEACE
SECTION 1. Continuous and
uninterrupted manufacture and
production of goods by the Company, and
orderly collective bargaining relations
between the Company and Union to secure prompt
and fair disposition of grievances being
essential considerations of this Agreement, it
is agreed that the Union and its members,
individually and collectively, will not,
during the term of this Agreement, cause,
permit or take part in any strike, picketing,
sit-down, stay-in, slow-down, nor be locked
out.
SECTION 2. In consideration of the
afore Agreement, the Union Committee must
cooperate with the Management and extend every
effort to produce a good day's work and do
everything in their power to control its
members.
SECTION 3. In further consideration
of the afore Agreement, the Company must
cooperate with the Union Committee to extend
every effort to halt adverse working
conditions as they arise.
13
ARTICLE VI
MANAGEMENT RIGHTS
SECTION 1. The Company retains
exclusively all the customary and normal
functions of management, including, but not
limited to, the right to determine labor
requirements of the Company, the right to
hire, transfer, promote employees; suspend,
discharge or otherwise discipline employees
for just cause; to establish rules; to relieve
employees from work because of lack of work;
and to maintain discipline and efficiency of
employees, except that these provisions will
not be used to override any of the provisions
of this Agreement.
SECTION 2. The Union recognizes the
Company's exclusive rights to take action in
all matters pertaining to the products to be
manufactured, the location of the operations,
subcontracting, contracting out or contracting
in, the schedules, the methods, means and
processes of manufacture, materials to be
used; and the right to introduce new and
improved methods and facilities and to change
existing methods and facilities. When
economically feasible, the Company agrees to
fully utilize its work force regarding
subcontracting so as not to cause layoff of
seniority employees. It is agreed that the
taking of inventory, including the means,
methods, and personnel used, is a management
accounting function reserved solely and
exclusively to management. People selected for
the taking of inventories will be determined
by seniority of those who are best qualified,
as determined by management, and will be paid
at their current rate including add-ons.
14
SECTION 3. Transfer of Company Title
or Interest. The Company shall give notice of
the existence of this Agreement to any
purchaser, transferee, leasee, assignee, etc.,
of the operation covered by this Agreement or
any part thereof. Such notice shall be in
writing with a copy to the Union at the time
the seller, transferee or lessor executes a
contract of transaction as herein described.
SECTION 4. The company will notify the
union committee as soon as possible on matters
affecting union members pertaining to
displacement of union members or job
classification elimination as the company
deems practical. With the understanding that
the union committee will not disclose
confidentiality.
15
ARTICLE VII
SENIORITY
SECTION 1. Employees shall acquire
seniority upon completion of their
probationary period with their seniority date
being the date of hire. During this
probationary period such employees may be laid
off or terminated at the sole discretion of
the Company. The probationary period is 90
calendar days (not including absences),
however, the Company may extend the
probationary period by up to 30 additional
calendar days (not including absences). The Company will furnish
the Union Committee with up-to-date seniority
lists at the beginning of each calendar
quarter.
SECTION 2. Seniority is defined as
length of service with the Company; shall be
determined from the last date of hire, and
shall be applied only as specifically set
forth in this agreement.
In cases where employees have the
same date of hire, the first initial of the
employee's last name that they were hired in
at will be used to determine seniority.
SECTION 3. (1) Seniority will be
applied first by department and second by
classification within the department, provided
the senior employee has the ability to perform
all the average requirements of the job.
SECTION 4. The principles of
seniority herein described shall be applied to
layoffs and recalls, as prescribed herein:
A. Temporary Layoff. When the work
force is to be reduced due to emergencies,
machine or equipment breakdowns, shortage of
materials, temporary lack of work or other
production difficulties which are of a
16
temporary nature, employees may be laid off in
any way the Company deems necessary, for a
period not to exceed ten (10) working days. An
employee may request to extend the temporary
layoff period with the approval of Human
Resources based on production needs. The
Company's intent is to follow seniority where
practical in these situations.
B. An indefinite layoff is a layoff for
lack of work for more than ten (10) working
days during which seniority shall apply and a
posted notice of at least forty-eight (48)
hours will be given.
C. Employees laid off from their
classification may exercise seniority
elsewhere in the department by notifying their
direct supervisor or the Human Resource
Department within 24 hours of the posted
layoff notification date as described in
Section B above, to displace the junior
employee with the least seniority in any
classification in which the laid off employee
has the ability. Seniority employees on
indefinite layoffs upon request or transfer
will be considered for current job openings
per Section 7 of this Article.
D. The Company has developed a cross
training program in conjunction with the Union
committee for all employees who wish to become
certified in a classification outside of their
home department. Employees will be paid for
time spent on certification training.
Training will be provided based on completion
of home department matrix and workload with
certification and recertification provided bi-
annually. Certified employees will meet the
definition of ability in Article VII, Section
4E and 4F for bumping purposes.
17
E. When a classification is eliminated,
the employees in that classification may
exercise seniority within two (2) working days
of their layoff date to displace the junior
employee with the least seniority in any
classification plant-wide in which the laid
off employee has the ability. Any such
employee who is bumped because of
classification elimination shall have the same
opportunity as described above.
Employees whose job classifications
are eliminated and bump into a new department
will have their company seniority travel with
them immediately to the new department for
recall purposes. Employees will have up to
thirty (30) calendar days to demonstrate
ability to perform the job they have chosen to
bump to. This period may be extended an
additional thirty (30) calendar days upon the
approval of management.
The Company will determine the
number of positions, specific jobs and shifts
for employees bumping into a department during
the initial thirty (30) or sixty (60) calendar
day period.
Employees who do not successfully demonstrate
ability to perform the job they have bumped,
will be placed on layoff status. Any such
employee will have the opportunity indicated
under Sections 4E and 7 and be subject to
Section C.
F. Employees laid off from their
department for lack of work shall await recall
to their department; after ninety (90)
calendar days, they may elect to bump the
least senior employee in any classification
provided they have the skill and ability. This
applies only to bumping to other departments.
If the employee does not notify the Human
18
Resources Department of their intent within
five (5) working days before the end of the
ninety (90) calendar day period, they shall
await recall to their department; however,
they will be given first opportunity under
Section 7 for employment before hiring new
employees. Employees selecting this option
will no longer have recall rights to their
former department except as follows:
The most recent employee from a
skilled position to utilize a plant-wide bump
may be temporarily transferred back to their
former classification for training/fill-in
purposes for a period not to exceed sixty (60)
calendar days. This period may be extended
with the approval of the Union and Management
committees.
Employees who do not utilize their
90 day bumping option and are later recalled
from layoff, will have another 90 day bumping
option if they are laid off again at a later
date.
Employees who are recalled from
layoff to fill-in for another employee on
leave or vacation for less than 90 days will
not have the time counted toward their 90 day
plant-wide bumping option.
G. Recall Procedure: When employees
laid off for lack of work are to be recalled
to a department other than their own, they
will have recall rights to their former
department.
Employees offered recall to their
former department who decline will forfeit
their recall rights.
The following recall procedures will
be followed:
(1) The employee will be called by
telephone, or notified in person of his/her
19
recall and the date on which he/she is to
return to work.
(2) If an employee cannot be
contacted personally under (1) above, the
Company will send a certified letter notifying
the employee of his/her recall to work and the
date of his/her return.
(3) Any employee notified in
accordance with (1) and(2) above, who fails to
report by the end of the proper shift on the
third (3rd) working day after notice is sent
to his or her last known address, shall be
considered to have quit, unless an employee
presents an acceptable reason for his or her
failure to report.
If the date given in the recall
notice is a date beyond the end of the third
(3rd) working day specified above, then the
employee shall have until the end of the shift
on the day specified to report before being
considered as a quit, unless an employee
presents an acceptable reason for his or her
failure to report.
It is mandatory that each employee
maintains his or her correct address and
telephone number on file with the Company's
Human Resources Department, and the Company
shall not assume any responsibility in the
event notices are not received because the
last address or telephone number is not
correct. The union will be supplied quarterly
with a list of names and addresses to be
printed off the Human Resource database of
employees represented by the union.
The Company reserves the right to
temporarily fill any job during the processing
of recalls in any manner it sees fit, provided
it has initiated the recall procedure.
20
Severance
If there are any permanent layoffs
during the course of the agreement the union
reserves the right to negotiate with the
company over the impact on the affected
employees, including proposals for severance
pay.
H. Voluntary Layoff. Senior employees
within a department and classification, may at
their option, apply for a layoff in lieu of
junior employees taking an involuntary layoff.
Such requests for layoffs shall be for either
a period of 90 calendar days or 30 calendar
days, as specified at the time of request
unless recalled from layoff. With regards to
the 30 day layoff, an employee can extend
their layoff by an additional 30 days by
notifying the Company ten working days prior
to the end of the 30 day period if there is
still a need for such a layoff when the
employee is to return, and no other senior
employee in the classification volunteers. A
voluntary layoff of Skilled Trade or skilled
position individuals will be subject to
Management approval to verify sufficient
qualified back-ups are available within the
department. Such an employee on layoff shall
notify the Company ten (10) working days prior
to the end of the three (3) month period of
their intent to return to work. If there is
still a need for such layoff when the employee
returns, and no other employee in the
classification volunteers, the employee may
request another layoff.
In the case of a recall, employees
on involuntary layoff will be recalled first
in seniority order. If additional employees
are still needed, then employees on voluntary
layoff will be recalled in reverse seniority
21
order. Other provisions for recall shall be
the same as in "G" above.
SECTION 5. An employee shall lose
his/her seniority for the following reasons:
A. If the employee quits.
B. If the employee is discharged for
just cause.
C. If the employee fails to report for
work upon recall from layoff as
outlined in Section 4G.
D. If the employee is absent from work
three (3) consecutive days without
giving a reasonable excuse for such
absence. E. Once an employee completes the
provisions of Article 3, Section 1,
they will have recall rights for
eighteen months. It is the
employee’s responsibility to
personally, notify the Human
Resource Department every 90 days,
of their desire to remain on the
recall list.
F. A list of laid off employees will be
given to the first shift steward in
that department. In the event of a
clerical error, the remedy will be
limited to reinstatement to the
seniority list.
SECTION 6. Departments and
classifications for the purpose of exercising
seniority are as follows.
Management will establish training
programs where, in their opinion, it is
practical and needed to maintain or enhance
employee skills, learn new concepts, or will
provide the employee the opportunity to
upgrade themselves. Such training will be
offered and will be mandatory if required by
22
law or necessary to maintain proficiency
within their classification.
A. ASSEMBLY
1. Assembler
2. Assembler/Trainer*
B. Warehouse Inbound
1. Storekeeper
2. Storekeeper/Truck Driver **
3. Truck Driver**
4. Storekeeper/Trainer*
5. Receiving/Storekeeper*
6. Receiving*
C. Warehouse Outbound
1. Storekeeper/Operator
2. Pressure Machine Operator
3. Storekeeper/Trainer*
D. MAINTENANCE (Skilled Positions)
1. Facility Maintenance Technician**
2. Maintenance Technician I
3. Maintenance Technician II**
4. Maintenance Technician III**
E. PEDESTALS
1. Pedestal Operator
2. Senior Weld Technician**
3. Weld Technician/Operator**
4. Welder Setup/Operator**
5. Welder/Operator
6. Pedestal Operator/Trainer*
23
7. CNC Programming and Prototype
Lathe/Mill Setup Operator**
8. CNC Lathe/Mill Setup and Operator**
9. CNC Lathe/Mill Changeover and
Operator
F. MOTORGUIDE
1. MotorGuide Operator
2. MotorGuide Operator/Trainer*
G. TECHNICAL ASSEMBLY
1. Technical Assembly Team Member
* Prior Experience Required
** Prior Experience Required and Skilled
Position
All Skilled Positions have been assigned
the responsible department and are denoted by
two asterisks (**) after the position title.
The job titles are agreed upon for Skilled
Position Groupings for the purpose of
exercising seniority rights.
All Skilled Positions shall be furnished
with basic perishable tools necessary to
perform their basic jobs. All tools purchased
by the Company shall be considered the
property of the Company.
Management reserves the right to combine
classifications when necessitated due to
changing workloads, and will notify the union
prior to any change. In the establishment of
new and/or changed job classifications, the
subsequent rates will be mutually agreed upon
with the Union.
24
SECTION 7. The Company and the Union
firmly agree to the principle of job
opportunity for all employees. For the
purpose of this Article, the words “job
opening” shall mean: A permanent vacancy or
open position that is not the result of a
leave of absence, disciplinary suspension, or
vacation, where manning levels remain the
same, and also the result of the creation of a
new classification or the need of additional
permanent employees in an existing
classification. To allow everyone to be able
to upgrade themselves, within the limits of
their abilities, job openings will be filled
by the following procedure:
An employee can only utilize a “job bid”
within a department if the position the
employee is bidding on is in a different
classification.
Employees hired prior to November 6, 2006
who successfully bid on an open position
(excluding Maintenance) will move to the 8
month rate of their current classification.
A. When an opening occurs, it will be
filled from within the department, where
possible, by a departmental posting.
If a qualified candidate is not
found, the job will be posted on the Brunswick
website and notice of job opening will be
posted on the bulletin board near the main
employee entrance for a period of at least
forty (40)hours. This posting may be
simultaneous with the posting within the
department.
In all cases, qualified candidates shall
be selected by the following guidelines:
25
(1) The ability to perform the
qualifications listed for the job, which may
include testing.
(2) A satisfactory record on the
present job.
(3) When the foregoing factors are
relatively equal, seniority shall govern.
After the posting has expired, the
Company may hire new employees. The Company
does agree to give current employees an
opportunity as trainees prior to hiring new
employees as trainees.
B. Any employee transferred under the
provisions of this Section will retain and
accumulate seniority in the former
classification and former department and shall
have date-of-entry seniority in the new
classification and new department for a period
of sixty (60) calendar days for skilled
classifications and thirty (30) calendar days
for unskilled classifications unless qualified
earlier. In which case, their seniority will
follow at that time. With an additional
extension of thirty (30) days, where warranted
may be added, with mutual consent of Union and
Management. After such period of time (30 or
60 days), the employee's full seniority shall
apply in the new classification and new
department and shall be cancelled in the
former classification and former department.
During the 30 or 60 day period the Company may
return the employee to the former
classification and department or the employee
may elect to return to the former
classification and department within ten (10)
working days. However when an opening occurs
in the classification for which the employee
has been offered the position and the employee
turns down the transfer, or if the employee
26
elects to return to the former classification
and department, this will still be counted as
a successful job bid.
C. An employee may have no more than
two (2) successful job bids in a twelve (12)
month period. There shall be no bidding into
any other position for a period of three (3)
months. Promotions into a skilled trade will
be counted as a successful job bid.
D. Any employee on Medical leave of
absence or on restricted work shall be
eligible to participate under this Section,
provided it is within one (1) week of the date
the attending physician releases the employee
to return to work. The Company reserves the
right to place an employee in the position
temporarily to await the employee's return
from leave.
SECTION 8.A. It is agreed that the
Company may temporarily transfer employees to
another classification in their own or in any
other department where needed to assist
production. Any employee filling a temporary
vacancy will not gain permanent seniority in
that classification. This transfer will be
filled by the lowest seniority employee from
the department affected when qualified to do
the necessary work. Employees so transferred
will continue to receive the hourly base rate
of his or her regular seniority classification
or the higher paid classification, whichever
is greater. The intent of this section is not
to deprive another department of normal
overtime or prevent the creation of a
permanent job opening. The temporary transfer
will not exceed forty (40) working days for
any specific employee except where noted below
unless mutually agreed to by the Company and
Union. Employees will be given the
27
opportunity to work eight (8) hours. Any
employee temporarily transferred into a single
or double asterisk position for training or
fill-in purposes, will not be subject to the
above limitations.
In the case where there is an employee on
layoff, (excluding voluntary layoffs) from
that classification, the temporary transfer
will not exceed ten (10) working days unless
agreed to by the Union.
SECTION 8.B. The Company shall be able
to utilize temporary/ on-call employees to
work situations such as replacements for
absenteeism, leaves of absence, vacations and
during periods of increased workload.
Temporary/on-call employees are not subject to
the provisions of this Agreement. Employees
on layoff may decline to work temporary/on-
call positions at their option. It is agreed
that the Company will not utilize
temporary/on-call employees to cause the
layoff or transfer of seniority employees,
fill permanent vacancies or to cause a
reduction in the regularly scheduled hours of
a department. At no time during this
agreement shall the number of temporary
workers exceed twenty-five percent (25%)
during the off season and fifty percent (50%)
during season of the entire union workforce.
The start of the six (6) month season will be
mutually agreed to by the Company and Union in
a meeting held annually.
Permanent staffing requirements will be
determined at the end of each Fiscal Year (by
December 31) during the planning process for
the following Fiscal Year (January through
28
December). Anticipated staffing requirements,
adjusted for seasonality, will be compared to
actual staffing levels. If additional
employees are indicated, they will be hired as
determined by production requirements in
accordance with the terms of Article VII,
Section 7. The status of current openings
will be reviewed quarterly with the Union
Committee at the regular monthly meeting.
Employees leaving the Company due to
retirement or termination during the year will
be replaced based on production requirements.
Permanent posted positions (Article VII,
Section 7) will not be filled by temporary/on-
call employees for periods of longer than
ninety (90) calendar days. This time frame
may be extended by mutual consent of the Union
and Management Committees. Temporary/on-call
employees shall not receive overtime unless
department seniority employees have refused.
The Union will be notified weekly regarding
the need for temporary/on-call employees.
SECTION 9. Any employee of the Company
who has heretofore, or hereafter been
transferred from a position in the bargaining
unit to a position outside the bargaining unit
shall be credited with his or her full
seniority in the job classification last held
before such transfer. If returned to the
bargaining unit by the Company, he or she
shall accumulate Company service. Non-
supervisory employees will be granted a six
(6) month probationary period during which
time he or she may return to the bargaining
unit; however, the non-bargaining unit
employee may return to the bargaining unit in
the classification from which he or she left
at any time up to six months. He or she may
also return after six months providing he or
29
she does not cause a layoff of another
bargaining unit employee. Union seniority will
be frozen for the time spent outside the
bargaining unit beyond the probationary
period.
Any employee temporarily transferred from
a bargaining unit position to a position
outside the bargaining unit for a period up to
one hundred twenty (120) working days in any
twelve (12) month period will continue to
accumulate seniority in the job classification
last held before the transfer. Employees will
be selected by qualifications and then
seniority to fill the temporary position. The
Union will be notified before any such
transfer is made.
SECTION 10. Whenever an employee with
seniority develops a physical condition which
makes it impossible for the employee to meet
the performance requirements of the present
job or the Company doctor determines that the
present job will be likely to aggravate the
condition, the safety manager and the Company
will attempt to place the employee on a job
where the performance requirements can be met,
providing it will not jeopardize or aggravate
the employee in performing his newly assigned
responsibilities. The Union will be notified
regarding any such assignment. There will be a
thirty (30) day probationary period for both
parties to be certain the transfer is a
successful one. Employees with permanent
disabilities shall have priority over other
employees "bidding" for jobs under Section 7
above, but they may not displace any other
employee in their present classification. In
the case of a temporary disability of less
30
than sixty (60) calendar days, this will not
be considered a permanent transfer.
The medical condition shall be determined
by their family doctor, but in cases where the
Company questions the disability, the employee
may be referred to the Company doctor. If a
dispute arises, a third doctor shall be
selected by the Company doctor and employee's
doctor by mutual agreement. The third doctor's
answer shall be accepted.
Shift Transfer
SECTION 11. Employees may use a shift
preference (bump) to move from one shift to
another in the following manner:
A. Upon written application, employees may
transfer from one shift to another in
their department and classification, and
on the basis of their seniority, provided
the shift they request is currently
utilizing their classification in their
department and the employee is fully
qualified to do all the work required of
the classification on the shift.
B. An employee requesting to utilize a shift
preference (bump) to fill a vacant
position within the same classification
and same department, may do so only after
the position has been posted department-
wide and plant-wide and no employee has
bid on the position.
C. Employees who are entitled by seniority
to change shifts may exercise their
preference only once every six month
period beginning from the date the
preference was exercised.
31
D. There will be a maximum of ten (10)
working days in which to complete the
transaction.
E. Employees recalled from layoff will have
shift preference according to seniority.
SECTION 12. Supervisory employees
shall not perform work on any hourly rated job
classification, except when this will not
prevent such work (1) in emergencies, when
regular employees are not immediately
available, (2) in the instruction or training
of employees, (3) in testing materials and
production, (4) or when an employee has
requested assistance. The department steward,
or in his absence, a committee member, must be
notified before such work is performed, except
as described in item (2). This section will be
strictly adhered to.
32
ARTICLE VIII
LEAVES OF ABSENCE
SECTION 1. Personal Leave. An
employee requesting a personal leave of
absence shall make application to his or her
immediate supervisor on a form provided by the
Human Resources Department. This section is
intended for leave requests of 1 week or more.
This leave of absence form must be signed by
the supervisor, superintendent and Human
Resources office before such employee's leave
becomes effective. Any leave that the employee
deems too personal in nature to discuss with
his or her supervisor may be discussed with
the Human Resources office. This matter will
be held in total confidence and a decision
rendered. This leave of absence may be granted
for personal reasons for a period not to
exceed thirty (30) days. Two additional thirty
(30) day extensions may be granted with the
approval of management when the services of
the employee are not immediately required and
there are employees available in the plant
capable of doing his or her work, provided the
employee does not work in any occupation for
his or her gain during the leave of absence
unless mutually agreed to by the Company and
the Union. Any violation of this provision may
result in the employee losing his or her
seniority. Previously scheduled and approved
vacation time need not be used prior to
granting a personal leave.
SECTION 2. Sick Leave. If an
employee is ill or suffers an injury
necessitating absence from work, the employee
will, on application, be granted a leave of
absence up to the length of his or her
seniority at time of illness or injury, or up
33
to twelve (12) months, whichever is less,
provided such leave is supported by a doctor's
certificate if required by the Company, and
the Company reserves the right to require a
physical examination at Company expense by the
Company doctor. Such sick leave is extendable
for one (1) additional period of twelve (12)
months upon presentation of a doctor's
certificate to the effect an extension is
needed. The Company reserves the right to
require a physical examination, at Company
expense, by the Company doctor before any such
employee will be permitted to extend such
leave or return to work. If a dispute arises,
a third doctor shall be selected by the
Company and the employee's doctor by mutual
agreement. The third doctor's answer shall be
accepted.
SECTION 3. Military Leave. Any
employee who leaves the service of the Company
for military service under the provisions of
any law, shall, upon completion of this
service, be entitled to all the re-employment
rights to which he or she is entitled under
such law. Seniority shall accumulate during
such leaves.
SECTION 4. Union Leave. Leave of
Absence necessary for Union business will be
granted to any employee appointed or elected
to a position with the International Union or
Local Union as a Union Representative with
accumulation of seniority, provided twenty-
four (24) hours advance notification is given.
SECTION 5. Family Medical Leave. The
provisions of this article are understood to
be subject to the terms of the Family and
Medical Leave Act of 1993 in accordance with
procedures established by the Company
consistent with the Act.
34
SECTION 6. Insurance Continuation.
Continuation of insurance coverage for leaves
is in accordance with Article XIV, Section 3.
35
ARTICLE IX
HOLIDAYS
Subject to the conditions hereafter set
forth, the Company agrees to pay the employees
eight (8) hours pay at current base rate for
holidays. The holiday schedule will match the
Brunswick holiday schedule with eleven (11)
annual Holidays. Holiday schedules will be
determined by November 1st for the following
calendar year. Holidays will include:
Thanksgiving
Friday After Thanksgiving
Christmas Eve
Christmas Day
New Year's Eve
New Year's Day
Good Friday
Memorial Day
Fourth of July
Labor Day
One (1) Floating Holiday
Date for the Floating Holiday and
holidays falling on weekends will be
coordinated with corporate holiday/financial
calendar.
In order to qualify for such holiday pay,
each employee must have completed thirty (30)
days, and must have worked 8 hours on the last
regularly scheduled work day prior to each
such holiday and the first regularly scheduled
work day after such holiday unless excused for
absences upon showing such were due to (a)
layoffs for lack of work, (b) bona fide injury
or illness supported by a doctor's certificate
when requested, (c) funeral services in the
immediate family as defined in Article XIII,
Section 9A, or (d) pre-approved vacation,
(e)spouse or child victim of serious accident
36
or illness requiring immediate medical
attention (supported by a doctor's certificate
if requested), or (f) personal leave granted
to attend funeral services other than
immediate family or (g) other bona fide
excused absence. All excused time shall be
limited to the time reasonably necessary under
the circumstances.
If an employee is excused for one of the
reasons enumerated above, his/her absence
still must begin not more than fifteen (15)
calendar days prior to the holiday in order to
remain eligible for holiday pay.
If any employee works part or all of any
such holiday, they shall receive double their
regular hourly rate for the time worked. This
is in addition to the employee's regular
holiday pay.
If a paid holiday falls within an
employee's scheduled vacation period, and the
employee would have been eligible for holiday
pay for that holiday but for the vacation, the
employee shall receive the holiday pay for
that holiday in addition to his vacation pay.
If an employee is scheduled and accepts a
work assignment on a paid holiday and fails to
come in, he or she will be disqualified for
holiday pay.
37
ARTICLE X
HOURS OF WORK AND OVERTIME
SECTION 1. The normal workweek for
overtime purposes shall be from Monday at
12:00a.m. to the following Sunday at 11:59
p.m. The normal work day will be eight (8)
hours, Monday through Friday, consecutively.
All employees will be at their work station
performing the work assigned except for
scheduled break periods and lunchtime.
SECTION 2. Overtime Premium.
Employees shall be paid time and one half for
all hours worked in excess of eight (8) hours
in any one workday. Employees shall be paid
double time for all hours in excess of ten
(10) hours in any one work day.
Employees assigned to a normal work week
of four (4) days, ten (10) hour shifts shall
be paid time and one half for all hours worked
in excess of ten (10) hours in any one
workday. Employees shall be paid double time
for all hours in excess of twelve (12) hours
in any one work day.
If an employee has an unexcused
absence during the work week, such employee
will forfeit premium pay he or she would
otherwise have been eligible for on his or her
first forty (40) clock hours. Excused absence,
holidays and vacation days will count the same
as clock hours at the rate of eight (8) hours
per day for overtime purposes.
38
Employees will be excused for the
following reasons:
A. Holiday.
B. Company's failure to supply
sufficient work.
C. Death or funeral services in
the immediate family (as
defined in Article XIII,
Section 9A).
D. Spouse or child victim of
serious accident or
sickness requiring immediate
medical attention (supported by
doctor's certificate if
requested).
E. Employee's bona fide injury or
illness (supported by doctor's
certificate if requested).
F. Scheduled vacation day or days.
G. Official Union business.
H. Medical and dental appointments
that have to be
made in advance and during the
employee's normal hours of
work, provided twenty-four (24)
hours advance notice is given
and the doctor's slip is
presented upon the employee's
return if requested.
I. Or other bona fide excused
absence.
All excused time shall be limited to
the time reasonably necessary under the
circumstances.
SECTION 3. Double time shall be paid
for all Sunday work. There will be no
pyramiding or duplication of overtime premium
payments.
39
SECTION 4. The Company reserves the
right to establish shift starting and quitting
times, rest period time and lunch periods.
Shop Committee Chairperson will be notified in
advance of changes in starting and quitting
times. A rest period of twelve (12) minutes
duration will be provided during the first
half of each shift, and wash-up period of five
(5) minutes duration will be provided prior to
the beginning of the lunch period and prior to
the end of the shift. A twelve (12) minute
rest period will be allowed in the second half
of a shift. Any employee working a ten (10)
hour shift will be allowed an extra ten (10)
minute break after the eighth (8th) hour of
work performed. Rest and wash-up periods will
be strictly adhered to, and violation of the
privileges may result in disciplinary action.
SECTION 5. Nothing in this Agreement shall
guarantee any number of hours of work, except
as outlined in Article 10, Section 7, nor
shall there be any limitation of the Company's
right to schedule or require overtime work
other than set forth in "A", "B", "C", "D",
and "E" below.
A. Assignment of Overtime. Overtime
in any classification shall be
assigned as equally as practical by
shift among qualified employees in
such classifications. Overtime will
be balanced as equally as possible
between shifts within the
department. Employees normally on
specific assignment on a normal work
day, unless it is a continuation of
a job, will perform the overtime
work required. A current record will
be kept of departmental overtime.
Questions regarding disputes of
40
overtime will be discussed by the
supervisor, employee and steward as
they arise, and the remedy shall be
limited to balancing. Overtime
within classifications by shift will
be equalized within forty (40)
hours. For the purpose of balancing
overtime will be charged on the
basis of actual clock hours and the
balancing record will be posted
within the department. In situations
where only limited work is available
for a specific classification, the
work can be assigned to employees by
low overtime hours provided they
have the skill and ability to
perform the other classification.
B. Anyone who is absent and unexcused
from voluntary overtime (whether
scheduled or unscheduled) shall be
charged with double the number of
hours that would have been worked
for overtime balancing purposes.
Anyone who is absent and unexcused
from scheduled (not voluntary)
overtime shall be charged with time
and one half the number of hours
that would have been worked for
overtime balancing purposes.
C. Scheduled Overtime. Scheduled
overtime is overtime that is
scheduled either plant-wide, by
department, within a department, or
by one or more shifts depending on
production scheduling requirements.
Scheduled weekend overtime notice
will be posted at least two (2)
hours prior to the end of the shift
on Thursday. Scheduled daily
41
overtime will be posted at least
four (4) hours prior to the end of
the preceding day. For daily
overtime, when a partial department
or shift is required, volunteers and
then temporary employees will be
solicited. For weekend overtime,
when a partial department or shift
is required, volunteers within the
department, then employees from the
back-up overtime list, then
temporary employees will be
solicited. If the needs of the
partial department or shift are not
met by volunteers and then temporary
employees, the additional needs will
be filled on a seniority basis from
junior to senior.
D. Voluntary Overtime. Voluntary
overtime may be requested of
employees in specific
classifications or specific jobs by
supervision. Notice of same day
voluntary overtime selection will be
given at least two (2) hours prior
to the end of the shift. If proper
notification is not given, overtime
may be refused and those hours will
not be reflected as having been
worked for overtime balancing
purposes. If employees are asked to
work voluntarily from senior to
junior and refuse, and sufficient
qualified temporary employees do not
accept, then overtime will be
assigned starting with the junior
employees with the necessary skill,
ability and production experience,
on up until there are enough people,
42
and overtime shall be required of
those people selected, regardless of
the time of notice.
E. Skilled Positions Overtime. Skilled
positions employees working on and
familiar with a critical assignment
can be required to work beyond the
end of their normal shift to
complete the assignment. All same
day overtime assignments not of a
critical and familiar nature as
determined by the supervisor, will
be handled according to Section 5.D
of this article.
F. Back-Up (Week-end/Holiday) Voluntary
Overtime. In the event of overtime
situations where proper advance
notice cannot be given, employees
will be selected from a department
overtime sign-up listing by low
overtime hours. A sign-up listing
will be posted weekly in the
department. If a sufficient
number of employees are not
available, the provisions of Section
5.D. "Voluntary Overtime" will
apply. Employees who cannot be
reached by phone will be considered
for overtime by low hours on the
next listing on which they sign up.
All employees from other departments
will be eligible to sign the back-up
(week-end/holiday) overtime posting,
with the following provision:
- As long as it does not result
in a back-to-back shift
- An employee can only volunteer
to work in a different
department if they are not
43
scheduled to work in their
normal department.
- Each shift must maintain 75% of
regular departmental employees.
- Provisions only apply for
assembly operators, (and
storekeepers if recent
experience and current hi-lo
license).
G. Overtime Cancellation. Notification
of cancellation of weekend overtime
will be given at least two (2) hours
prior to the end of the shift on
Friday. Late cancellation will allow
the employee to work the scheduled
overtime within the plant. If an
employee chooses to work elsewhere
within the plant, the rate of pay
will be the higher of the two base
rates. The Company will make an
attempt to notify employees of
cancellation of scheduled daily
overtime by phone for employees who
are on an approved leave of absence
(i.e., vacation day/jury duty/etc.
Section 6. Any employee called to
work or permitted to come to work for his or
her regular shift, without having been
properly notified in advance that there will
be no work, shall receive a minimum of four
(4) hours pay at his or her regular hourly
rate, or if put to work, four (4) hours work
at his or her hourly base rate, or the rate of
the job to which assigned, whichever is
greater. Refusal to perform assigned work will
result in loss of call-in pay eligibility. The
Company will not be responsible in any
situations where the employee cannot be
44
contacted due to not having a phone, or not
notifying the Company of phone number changes.
In case of a situation caused by power
failure, fire, Act of God, or any other
situation beyond the control of the Company,
the Company will not be liable. Equipment
failures which are shown to be due to
negligence are not to be considered beyond the
control of the Company. If such a situation as
set forth above occurs after employees have
begun work on their shift but before they have
completed four (4) hours of work and have been
denied a job opportunity because of any of the
above situations, they will be compensated a
minimum of four (4) hours pay.
Whenever an employee is called in for
emergency work before or after regular hours
or on Saturday, Sunday or holidays, he or she
shall receive a minimum of four (4) hours
call-in pay.
Section 7. When it is necessary to
curtail production in a job classification,
volunteers for lack of work will be taken
prior to reducing employees to provide the
normal work day and normal work week for the
remaining employees.
Overtime During Layoffs. When employees
within a job
classification with established seniority
rights are laid off and are available for
recall, hours of work shall not be increased
over forty (40) hours per week unless
temporary emergency situations arise including
behind conditions or quality problems. Working
of overtime will not be limited when employees
are on layoff from the department due to
bumping and there has been no actual reduction
in the department staffing levels. The
45
committee and department steward will be
notified when these situations occur.
Section 8. The Company recognizes the
inherent advantages of job rotation. To the
extent practicable and within the limits of
individual employee abilities, the Company
will rotate jobs within a classification. The
Company will consider suggestions pertaining
to rotation by employees in the department.
46
ARTICLE XI
VACATIONS
Section 1. Employees who on January
1st of any calendar year who have the required
seniority shall be entitled to vacation pay,
and vacation time off as specified in Section
2.
Section 2. The following vacation
schedule will apply to employees who qualify.
Vacation pay shall be paid at current base
rate.
Vacation Vacation
Days Hours
Less than 3 years 6 48
3 years but less than 7 years 11 88
7 years but less than 10 years 13.5 108
10 years but less than 15 years 16 128
15 years but less than 20 years 18.5 148
20 years but less than 25 years 21 168
25 year or more 23.5 188
Effective January 2018, the following vacation
schedule will apply to employees who qualify.
Vacation Vacation
Days Hours
Less than 3 years 6 48
3 years but less than 7 years 11 88
7 years but less than 10 years 13.5 108
10 years but less than 15 years 16 128
15 years but less than 20 years 18.5 148
20 years but less than 25 years 21 168
25 years but less than 30 years 23.5 188
30 years or more 25 200
47
In order to qualify for vacation pay per the
above schedule, the employee must have worked
the following number of required hours during
the preceding vacation year.
1300 or more 100% of schedule
520 or more 50% of schedule
Any hour amount between 520 and 1300 will be
calculated on a prorated basis.
Employees who have quit or have lost
their seniority for any reason shall not
qualify for any vacation pay.
Section 3. Employees who have been on
Workmen's Compensation leaves will have those
weeks counted as if worked at forty (40) hours
base rate provided the employee has actually
worked during the vacation year.
Section 4. Employees having
additional time off for vacations or late
changes may make arrangements for such time
off with the Department Supervisor, and,
subject to the needs of production, the
Company will attempt to comply with such
requests. Vacation schedules will be issued by
October 1, and applied for by the end of the
employees shift on November 1, of the vacation
year to allow seniority employees, per
classification, per department, their choice.
Vacation requests must be approved by the
Company and a copy of the employee’s initial
confirmation slip will be returned to the
employee by December 1st.
Section 5. Vacation pay will be
issued to employees at the time vacation is
taken.
Section 6. A retiring employee or
deceased employee shall receive prorated
vacation pay.
48
ARTICLE XII
PRODUCTION STANDARDS
SECTION 1. Work standards shall be
established by the Company on the basis of
fairness and equity, consistent with quality
of workmanship, efficiency of operations and
reasonable working capacity of normal
operators. The Company agrees they will not be
discriminatory by continually studying one
employee when there are other qualified
employees available.
SECTION 2. A standard hour represents
the amount of accepted consistent quality work
that can be produced in one (1) hour by an
average operator working with average skill
and average effort, under average conditions
and established methods, and is called one
hundred percent (100%) performance when
produced in one actual man hour. Any rate
after November 6, 1982 will utilize a P.F.D.
factor of 12% against the clock hours.
Additional allowances will be given if
required.
SECTION 3. Work standards for any
operation may be reviewed and adjusted at any
time in accordance with Sections 1 and 2.
No standard shall be changed unless the
overall accumulated effect is greater than
plus or minus two percent (2%).
Any revised work standard will be subject
to the grievance procedure and to
arbitration by a qualified time-study
engineer. When a rate is in dispute, the
Union may bring in a qualified time-study
representative as indicated in Section 7.
SECTION 4.
Method of establishing standards shall be
by Time Study and/or use of Standard Data.
Data for a Time Study may be collected in
49
person or by reviewing video of the work being
performed. Within 72 hours of completing a
Time Study the person conducting the study
will give to the employee studied and/or his
or her Union representative the following
information in writing:
A. Employee's name.
B. Total number of studies.
C. Number of units observed.
D. Strike-Outs. All recorded time on
the time-study sheet which will not
be used in the calculation of the
standard and/or study must carry
with the strike-outs on the time
study a clear and acceptable
explanation as to why they were not
used.
E. The rating factor for each element.
A new job may be studied more than once
prior to a rate being put into effect when
deemed necessary in order to be sure that the
established rate is equitable.
SECTION 5. A file will be made
available to an operator upon request showing
the complete method of performing a rated job.
There will be no standard set until the method
of operation, in accordance with the
Operations Manual and the quality standards is
established.
SECTION 6. The Union agrees to try a
rate placed on a job for a period of sixteen
(16) production hours. If, at the end of that
time the Union wishes to contest the rate, it
should so notify the department supervisor.
The Company will then restudy the job. When a
study is in dispute, more than one person will
be evaluated. When needed, management agrees
to make a one (1) hour time study on those new
standards that are in dispute. The floor
50
supervisor and department steward will make
judgment who will be studied for the one (1)
hour period. The employee and quality control
representative must sign all time study jobs
after study is completed. Copies of these time
studies will be given to the department
steward.
A qualified Union timestudy
representative may be present on rates in
dispute at the third step of the grievance.
Pertinent data will be made available to this
qualified Union timestudy representative.
SECTION 7. The Company shall notify
the Union Chairperson and/or a Union Committee
person at least 5 working days prior, when
possible, to any time study. The Union may
elect to appoint a time study representative
to be present during all time studies;
however, that time study representative shall
be from the “Assembly Department”.
51
ARTICLE XIII
MISCELLANEOUS
SECTION 1. Communications posted on
the Union Bulletin Boards must be approved by
the Company and Union Committee.
SECTION 2. Any part of this Agreement
which shall conflict with applicable law, now
or in the future, shall be null and void, but
only to the extent of the conflict; all other
parts shall be in full force and effect for
the duration of this Agreement.
SECTION 3. Work rules, shop rules and
safety rules deemed necessary and proper to
the operation of the plant by the Company,
will be posted with copies made available to
each employee.
Management will give serious
consideration to all suggested rule changes
which the Union may propose and a special
meeting for this purpose will be held on a
semi-annual basis. Rules will be reasonable.
Before changing or adding any rules, the
Company will discuss same with the Union
Committee and will give serious consideration
to any proposed changes. Any new or changed
rule will be posted for a minimum of seventy-
two (72) hours before becoming effective.
A copy of rules currently in effect will
be attached to this Agreement, but are not to
be considered a part of this Agreement.
Employees have the right to grieve over
the application of any work rules in
any given factual situation.
SECTION 4. Employees who are injured
on the job and are sent to the doctor or
hospital or home, by the Company
representative will be paid for time lost on
the day of injury and/or visits to the above
as follows.
52
A. If he or she returns to work on that
day, he or she will be paid for time
spent away from work because of the
injury at their current rate,
including add-ons.
B. If he or she is sent home from the
doctor's office or hospital, he or
she shall be paid for time lost on
that day from work because of the
injury according to the schedule in
(A) above.
C. If subsequent visits to the doctor's
office or hospital
are required and such visits cannot
be scheduled so as not to interfere
with the employee's scheduled work
hours, then the employee shall be
compensated according to the
schedule in (A) above.
D. Employees from the second shift who
are injured on the job and required
to report to the clinic on the
following day will be paid two hours
of straight time according to the
schedule in A above.
SECTION 5. SAFETY The Company will
make reasonable provisions for the safety and
health of its employees during the hours of
their employment.
A. No employee shall be allowed to
continue work on any job which is
unduly hazardous to safety and
health.
B. All items of safety equipment, the
use of which is a condition of
employment, shall be furnished.
However, if safety equipment is
53
lost, replacements must be paid for
by the employee. All equipment
furnished by the Company shall be
returned at the time of layoff or
termination.
C. A joint Health and Safety Committee
is to be established. This committee
is to consist of three (3) members
from the Union and three (3)
Management representatives. The
meeting will be held monthly as set
by the Committee. Any change in the
above numbers must be jointly agreed
to by Union and Management. The
Safety Committee Chairperson is to
be a member of the Union and duly
elected by the Safety Committee.
The authority of the Union members of the
Safety Committee is:
(1) Discuss safety hazards with the
departmental floor supervisor. The
floor supervisor is then to take the
appropriate action. If the dispute
is not resolved on the off shift,
the steward and deputy chairperson
may become immediately involved.
(2) If the request is not acted upon
within a reasonable period of time,
contact the Safety Manager. If the
Safety Manager is not available,
contact the Personnel Office for
direct action on the alleged safety
hazard. (3) Operations may be shut down only by
Management.
54
D. The Company agrees to maintain
adequate first aid facilities and
will train as many people as
practicable in first aid for the
second shift.
SECTION 6. Jury Duty Pay. An
employee will receive the difference in pay
computed at eight (8) hours base rate for jury
duty service. An employee will be excused
without pay for subpoena or summons as a
witness or legal guardian, with documentation.
SECTION 7. Emergency Response Team
Each member of the Attwood emergency response
team will be paid an additional twenty cents
($.20) per clock hour. They will also be paid
one (1) hour at base rate for any meeting they
may be asked to attend by management outside
of their regular shift. They will also be paid
at average earnings for each emergency
response. Management has the right to appoint
or to remove any emergency response team
member at their discretion.
SECTION 8 Tool Allowance Based on
the judgment of supervision, small hand tools
and equipment necessary for performance of a
job will be issued to the employee by the
Company. In the event these tools are
repeatedly lost and need replacement, the
company may charge the employee for the cost
of replacement.
SECTION 9. Bereavement Pay.
A. When death occurs in an employee's
immediate family, a leave of absence for three
(3), eight (8) hour paid days will be granted.
Such leave is to be taken within 1 week of the
date of death. Immediate family is defined as
husband or wife, child, stepchild, stepchild
55
of spouse, parent, stepparent, sister, half
and step sister, brother, half and step
brother, grandparent, step-grandparent,
grandchild, step-grandchild mother-in-law,
step-mother-in-law, father-in-law, step-
father-in-law, daughter-in-law and son-in-law.
A reasonable amount of time will be allowed to
travel if it falls on Monday through Friday,
and the distance to travel prevents return to
work on the day after the funeral.
B. When a death occurs in an employee’s
extended family, a leave of absence for one
(1), eight (8) hour paid day will be granted.
Such leave is to be taken within one (1) week
of the date of death. For Winter deaths with
Spring services, Employee may use one (1)
eight (8) hour unpaid excused day for burial
services in the Spring with documentation.
Extended family is defined as: grandparent of
spouse, aunt, uncle, sister-in-law, brother-
in-law, niece and nephew.
C. If all or part of an employee's
vacation falls during the bereavement
period, that portion of the vacation may
be rescheduled at a time mutually
agreeable with the supervisor.
Verification may be required in reference
to the death.
SECTION 10. The Company and Union
agree that with respect to all matters
involving hiring, tenure of employment,
promotion, compensation, training, transfers,
assignments, and other terms and conditions of
employment, there shall be no discrimination
because of race, religion, ethnic origin,
handicap, Vietnam era and disabled veterans,
sex or age of any employee.
56
SECTION 11. The Company will assume
the cost of printing the local Agreement in
booklets. These booklets will be made
available to all employees within 90 days
after signing this agreement. The company
will also provide the International Union with
a pdf electronic copy of the agreement.
SECTION 12. The Company agrees to
continue to provide a smoking area for its
employees. The Union and its members will
extend its full cooperation in maintaining the
cleanliness of the area. Should a problem
arise, the Company and the Union Committees
shall meet to discuss solutions. However,
repeated problems with the cleanliness of the
area could result in the closing of the
smoking area.
SECTION 13. The Company and the Union
(on behalf of itself and its members) agree
that this Agreement represents a complete
Agreement on all matters which are or may be
the subject of collective bargaining for the
duration of the Agreement, and except as
spelled out in the language of this Agreement,
notifications from one party to the other,
under the provisions of any law, are
specifically waived, and are not to be
implied.
57
ARTICLE XIV
INSURANCE
SECTION 1. The Company agrees to pay
the insurance premiums to the carrier chosen
by the Company to provide the following
benefits:
Employee Coverage only:
Life Insurance
1.5 X base annual salary
Accidental Death and Dismemberment
1.5 X base annual salary
Short Term Disability
60% of Base Pay up to $500 weekly
maximum
14 calendar day waiting period
Maximum 24 weeks
SECTION 2. Employees will be eligible
for the following insurance and benefit
programs:
Medical/Prescription
Dental
Vision
Life Insurance
Accidental Death and
Dismemberment
Spouse Life
Child Life
Personal Accident Insurance
Flexible Spending Accounts
Short Term Disability
Optional Long Term Disability
58
Retiree Medical
Plan coverages, eligibility and cost are in
accordance with individual Summary Plan
Descriptions (SPD’s).
Employee Bi-Weekly Medical/Dental
Contributions
The above medical and Dental plans and
employee contribution rates will be adjusted
in January of each year at the same levels as
Lowell office hourly and salaried < $50k
employees.
SECTION 3. Continuation of Insurance.
Group Life, Accidental Death and
Dismemberment, hospital-medical-surgical
benefits, and dental benefits for employees
laid off for lack of work, sick leave, and
personal leave will continue to be made
available to employees for three (3) insurance
months beginning the first of the month
directly following the date of such event,
with the Company's contribution continued.
Insurance will be continued for one (1)
insurance month in the case of military and
Union leaves. The Company's contribution will
not exceed three (3) insurance months for any
single leave or combination of leaves.
Employees will be eligible to purchase
extended medical and dental coverage under the
terms of the Consolidated Omnibus Budget
Reconciliation Act (C.O.B.R.A.), from the date
of the qualifying event. Premium costs and
lengths of continuation will be in accordance
with the COBRA law. Insurance coverage will be
maintained by the Company for any employee on
a Workman's Compensation leave of absence. It
is understood that there shall be a non-
59
duplication of benefits clause in any
hospital-medical-surgical or dental plans.
SECTION 4. All changes in insurance
benefits and employee contributions, unless
otherwise indicated, will become effective as
of January 1 of each year.
SECTION 5. The current Brunswick Rule
of 65 Retiree Medical plan will be offered to
eligible Union retirees in accordance with the
provisions of the plan document.
60
ARTICLE XV
PENSION
A. The Company will freeze the benefit
multiplier and the crediting of additional
service (including but not limited to vesting
and credited service, other than purposes of
determining eligibility for early retirement
and/or disability benefits) in the present
Brunswick Pension Plan for Hourly Bargaining
Unit Employees on December 31, 2013.
Thereafter, the Plan Administrator shall have
the ability to terminate the Plan only on the
condition that Plan assets are disbursed to
Plan participants in the form and manner
required by law.
B. The purpose of the 401(K) program is
to help employees provide for additional long-
term savings and retirement needs. The
Company will maintain a 401(K) program for
Union employees. The program will provide for
pre-tax savings deductions for employees along
with investment options and quarterly
statements.
Effective July 1, 2013, the Company matching
formula for participants in the 401(k) Plan
(hereafter referred to as the Brunswick
Retirement Savings Plan or “BRSP”) will be 50
cents on the dollar for every dollar an
employee contributes up to 6% of eligible
compensation deferred by the employee, subject
to the provisions of BRSP in effect at the
time eligible pay is deferred.
C. An employee may retire during the
term of this Agreement after attaining age
sixty-five (65) without an actuarially reduced
pension benefit. Effective December 31, 2013,
61
a “hard” freeze is in effect on the pension
plan. In no event will any Participant accrue
any additional benefits under the Plan for any
period after December 31, 2013 (“pension
freeze date”). For the purpose:
a. Vesting Service will not include any service for any period after the
pension freeze day for any purpose,
other than for purposes of determining
vesting, eligibility for early
retirement and/or disability benefits,
for any Participant under the Plan.
b. The monthly benefit in effect on or after November 7, 2011, equivalent to
$28.75 times years of credited service,
will remain frozen without any increase
for any purpose for any Participant
under the Plan.
c. The monthly benefit for any Participant who has not terminated employment prior
to the pension freeze date will be
determined as if such participants had
terminated employment with Brunswick on
the pension freeze date.
d. Benefits for Participants terminating employment prior to November 7, 2011
will be calculated using the monthly
benefit in effect per the Agreement and
Plan Document as of the date of such
Participants’ termination without any
increase for any purpose for any
Participant under the Plan.
62
ARTICLE XVI
WAGES AND ALLOWANCES
A. The following classifications will
receive an adjustment to base rates as
follows:
B. The following contract rate maximums
will be in effect during the term of the
contract.
B.1
Pre November 6, 2006
Received 11/20/15 11/18/16 11/17/17 11/16/18
Year 1 Year 2 Year 3 Year 4
Lump sum payment amount $500.00 N/A N/A N/A
Post November 6, 2006
Received 11/20/15 11/18/16 11/17/17 11/16/18
Year 1 Year 2 Year 3 Year 4
Lump sum payment amount $500.00 N/A N/A N/A
Normal add-ons such as shift premium,
emergency response team, etc., will be applied on
top of the hourly rate.
Pre November 6, 2006 Effective Effective Effective Effective
11/23/15 11/21/16 11/20/17 11/26/18 Year 1 Year 2 Year 3 Year 4 Assembly Assembler $16.47 $16.77 $16.97 $17.07 Assembler / Trainer* $16.68 $16.98 $17.18 $17.28 Warehouse Inbound Storekeeper $16.27 $16.57 $16.77 $16.87 Truck Driver / Storekeeper** $16.81 $17.11 $17.31 $17.41 Truck Driver** $16.81 $17.11 $17.31 $17.41 Storekeeper / Trainer* $16.48 $16.78 $16.98 $17.08 Receiving / Storekeeper* $16.27 $16.57 $16.77 $16.87 Receiving* $16.27 $16.57 $16.77 $16.87 Warehouse Outbound Storekeeper / Operator $16.27 $16.57 $16.77 $16.87 Pressure Machine Operator $16.77 $17.07 $17.27 $17.37 Storekeeper / Trainer* $16.48 $16.78 $16.98 $17.08 Maintenance Facility Maintenance Tech** $22.23 $22.53 $22.73 $22.83
63
Post November 6, 2006 Effective Effective Effective
11/23/15 11/21/16 11/20/17 11/26/18 Year 1 Year 2 Year 3 Year 4 Assembly Assembler $13.15 $13.55 $13.95 $14.45 Assembler / Trainer* $14.75 $15.15 $15.55 $16.05 Warehouse Inbound Storekeeper $13.15 $13.55 $13.95 $14.45 Truck Driver / Storekeeper** $13.69 $14.09 $14.49 $14.99 Truck Driver** $13.69 $14.09 $14.49 $14.99 Storekeeper / Trainer* $14.75 $15.15 $15.55 $16.05 Receiving / Storekeeper* $13.15 $13.55 $13.95 $14.45 Receiving* $13.15 $13.55 $13.95 $14.45 Warehouse Outbound Storekeeper / Operator $13.15 $13.55 $13.95 $14.45 Pressure Machine Operator $13.65 $14.05 $14.45 $14.95 Storekeeper / Trainer* $14.75 $15.15 $15.55 $16.05 Maintenance Maintenance Technician I $14.65 $15.05 $15.45 $15.95 Maintenance Technician II $18.90 $19.30 $19.70 $20.20 Maintenance Technician III $24.40 $24.80 $25.20 $25.70 Pedestals Pedestal Operator $13.15 $13.55 $13.95 $14.45 Pedestal Operator / Trainer* $14.75 $15.15 $15.55 $16.05 Senior Weld Technician** $19.65 $20.05 $20.45 $20.95 Weld Technician / Operator** $18.65 $19.05 $19.45 $19.95 Welder Setup / Operator** $16.90 $17.30 $17.70 $18.20 Welder / Operator $14.65 $15.05 $15.45 $15.95 CNC Lathe / Mill Setup and Operator** $18.90 $19.30 $19.70 $20.20 CNC Lathe / Mill Changeover and Operator
$16.65 $17.05 $17.45 $17.95
CNC Programing & Proto Type Lathe Mill Setup Operator**
$21.65 $22.05 $22.45 $22.95
MotorGuide MotorGuide Operator $13.15 $13.55 $13.95 $14.45 MotorGuide Operator / Trainer* $14.75 $15.15 $15.55 $16.05 Technical Assembly Technical Team Member $14.75 $15.15 $15.55 $16.05
C. Efficiency and Cost Reduction Payment.
The Company will pay a 3.6% Efficiency and
cost reduction payment (of gross earnings
calculated from November 7, to November 6) to
all employees covered by this agreement,
64
provided an equivalent amount of labor savings
is realized during the period. The efficiency
and cost reduction payment will be paid
annually of each year of this contract, the
week before Thanksgiving.
D. The following wage rates will be effective
during the term of the contract for employees
hired prior to November 6, 2006 unless otherwise
noted. Employees transferring to a new
classification will enter at the six month rate
of the new classification.
BASE HOURLY RATE DOLLAR PER HOUR
Year 1 Start
4 month
8 month
12 month
16 month
Contract
Assembly
Assembler $15.47 $15.72 $15.97 $16.22 $16.47 $16.47
Assembler / Trainer* $15.68 $15.93 $16.18 $16.43 $16.68 $16.68
Warehouse Inbound
Storekeeper $15.27 $15.52 $15.77 $16.02 $16.27 $16.27
Truck Driver/Storekeeper** $15.81 $16.06 $16.31 $16.56 $16.81 $16.81
Truck Driver** $15.81 $16.06 $16.31 $16.56 $16.81 $16.81
Storekeeper / Trainer* $15.48 $15.73 $15.98 $16.23 $16.48 $16.48
Receiving / Storekeeper* $15.27 $15.52 $15.77 $16.02 $16.27 $16.27
Receiving* $15.27 $15.52 $15.77 $16.02 $16.27 $16.27
Warehouse Outbound
Storekeeper / Operator $15.27 $15.52 $15.77 $16.02 $16.27 $16.27
Pressure Machine Operator
$15.77 $16.02 $16.27 $16.52 $16.77 $16.77
Storekeeper /Trainer* $15.48 $15.73 $15.98 $16.23 $16.48 $16.48
Maintenance
Facility Maintenance Tech**
$21.23 $21.48 $21.73 $21.98 $22.23 $22.23
65
Year 2 Start
4 month
8 month
12 month
16 month
Contract
Assembly Assembler $15.77 $16.02 $16.27 $16.52 $16.77 $16.77
Assembler / Trainer* $15.98 $16.23 $16.48 $16.73 $16.98 $16.98
Warehouse Inbound
Storekeeper $15.57 $15.82 $16.07 $16.32 $16.57 $16.57
Truck Driver/Storekeeper** $16.11 $16.36 $16.61 $16.86 $17.11 $17.11
Truck Driver** $16.11 $16.36 $16.61 $16.86 $17.11 $17.11
Storekeeper / Trainer* $15.78 $16.03 $16.28 $16.53 $16.78 $16.78
Receiving / Storekeeper* $15.57 $15.82 $16.07 $16.32 $16.57 $16.57
Receiving* $15.57 $15.82 $16.07 $16.32 $16.57 $16.57
Warehouse Outbound
Storekeeper / Operator $15.57 $15.82 $16.07 $16.32 $16.57 $16.57
Pressure Machine Operator
$16.07 $16.32 $16.57 $16.82 $17.07 $17.07
Storekeeper / Trainer* $15.78 $16.03 $16.28 $16.53 $16.78 $16.78
Maintenance
Facility Maintenance Tech**
$21.53 $21.78 $22.03 $22.28 $22.53 $22.53
Year 3
Start 4
month 8
month 12
month 16
month Contract
Assembly Assembler $15.97 $16.22 $16.47 $16.72 $16.97 $16.97
Assembler / Trainer* $16.18 $16.43 $16.68 $16.93 $17.18 $17.18
Warehouse Inbound
Storekeeper $15.77 $16.02 $16.27 $16.52 $16.77 $16.77
Truck Driver/Storekeeper** $16.31 $16.56 $16.81 $17.06 $17.31 $17.31
Truck Driver** $16.31 $16.56 $16.81 $17.06 $17.31 $17.31
Storekeeper / Trainer* $15.98 $16.23 $16.48 $16.73 $16.98 $16.98
Receiving / Storekeeper* $15.77 $16.02 $16.27 $16.52 $16.77 $16.77
Receiving* $15.77 $16.02 $16.27 $16.52 $16.77 $16.77
Warehouse Outbound
Storekeeper / Operator $15.77 $16.02 $16.27 $16.52 $16.77 $16.77
Pressure Machine Operator
$16.27 $16.52 $16.77 $17.02 $17.27 $17.27
Storekeeper / Trainer* $15.98 $16.23 $16.48 $16.73 $16.98 $16.98
66
Maintenance
Facility Maintenance Tech**
$21.73 $21.98 $22.23 $22.48 $22.73 $22.73
Year 4 Start
4 month
8 month
12 month
16 month
Contract
Assembly Assembler $16.07 $16.32 $16.57 $16.82 $17.07 $17.07
Assembler / Trainer* $16.28 $16.53 $16.78 $17.03 $17.28 $17.28
Warehouse Inbound
Storekeeper $15.87 $16.12 $16.37 $16.62 $16.87 $16.87
Truck Driver/Storekeeper** $16.41 $16.66 $16.91 $17.16 $17.41 $17.41
Truck Driver** $16.41 $16.66 $16.91 $17.16 $17.41 $17.41
Storekeeper / Trainer* $16.08 $16.33 $16.58 $16.83 $17.08 $17.08
Receiving / Storekeeper* $15.87 $16.12 $16.37 $16.62 $16.87 $16.87
Receiving* $15.87 $16.12 $16.37 $16.62 $16.87 $16.87
Warehouse Outbound
Storekeeper / Operator $15.87 $16.12 $16.37 $16.62 $16.87 $16.87
Pressure Machine Operator
$16.37 $16.62 $16.87 $17.12 $17.37 $17.37
Storekeeper / Trainer* $16.08 $16.33 $16.58 $16.83 $17.08 $17.08
Maintenance
Facility Maintenance Tech**
$21.83 $22.08 $22.33 $22.58 $22.83 $22.83
General Plant Inspection Salvage (Restricted Work) 25% reduction in employee’s
current base wage. Total earnings will be based on current Michigan
state Workers Compensation laws.
E. Employees hired into the following classifications after November
7, 2006 will be eligible for the below base hourly schedule:
Year 1 Start 4 month 8 month 12 month 16 month Contract
Assembly
Assembler $12.15 $12.40 $12.65 $12.90 $13.15 $13.15
Assembler / Trainer* $13.75 $14.00 $14.25 $14.50 $14.75 $14.75
67
Warehouse Inbound
Storekeeper $12.15 $12.40 $12.65 $12.90 $13.15 $13.15
Truck Driver/Storekeeper** $12.69 $12.94 $13.19 $13.44 $13.69 $13.69
Truck Driver** $12.69 $12.94 $13.19 $13.44 $13.69 $13.69
Storekeeper / Trainer* $13.75 $14.00 $14.25 $14.50 $14.75 $14.75
Receiving/Storekeeper* $12.15 $12.40 $12.65 $12.90 $13.15 $13.15
Receiving* $12.15 $12.40 $12.65 $12.90 $13.15 $13.15
Warehouse Outbound
Storekeeper / Operator $12.15 $12.40 $12.65 $12.90 $13.15 $13.15
Pressure Machine Operator
$12.65 $12.90 $13.15 $13.40 $13.65 $13.65
Storekeeper / Trainer* $13.75 $14.00 $14.25 $14.50 $14.75 $14.75
Maintenance
Maintenance Technician I $13.65 $13.90 $14.15 $14.40 $14.65 $14.65
Maintenance Technician II $17.90 $18.15 $18.40 $18.65 $18.90 $18.90
Maintenance Technician III $23.40 $23.65 $23.90 $24.15 $24.40 $24.40
Pedestals
Pedestal Operator $12.15 $12.40 $12.65 $12.90 $13.15 $13.15
Pedestal Operator / Trainer*
$13.75 $14.00 $14.25 $14.50 $14.75 $14.75
Senior Weld Technician**
$18.65 $18.90 $19.15 $19.40 $19.65 $19.65
Weld Technician / Operator**
$17.65 $17.90 $18.15 $18.40 $18.65 $18.65
Welder Setup / Operator**
$15.90 $16.15 $16.40 $16.65 $16.90 $16.90
Welder / Operator $13.65 $13.90 $14.15 $14.40 $14.65 $14.65
CNC Lathe / Mill Changeover and Operator
$15.65 $15.90 $16.15 $16.40 $16.65 $16.65
CNC Lathe / Mill Setup and Operator
$17.90 $18.15 $18.40 $18.65 $18.90 $18.90
CNC Programming & Proto Type Lathe Mill Setup Operator
$20.65 $20.90 $21.15 $21.40 $21.65 $21.65
MotorGuide MotorGuide Operator $12.15 $12.40 $12.65 $12.90 $13.15 $13.15
MotorGuide Operator / Trainer*
$13.75 $14.00 $14.25 $14.50 $14.75 $14.75
68
Technical Assembly Technical Assembly
Team Member $13.75 $14.00 $14.25 $14.50 $14.75 $14.75
Year 2 Start 4 month 8 month 12 month 16 month Contract
Assembly
Assembler $12.55 $12.80 $13.05 $13.30 $13.55 $13.55
Assembler / Trainer* $14.15 $14.40 $14.65 $14.90 $15.15 $15.15
Warehouse Inbound
Storekeeper $12.55 $12.80 $13.05 $13.30 $13.55 $13.55
Truck Driver/Storekeeper** $13.09 $13.34 $13.59 $13.84 $14.09 $14.09
Truck Driver** $13.09 $13.34 $13.59 $13.84 $14.09 $14.09
Storekeeper / Trainer* $14.15 $14.40 $14.65 $14.90 $15.15 $15.15
Receiving/Storekeeper* $12.55 $12.80 $13.05 $13.30 $13.55 $13.55
Receiving* $12.55 $12.80 $13.05 $13.30 $13.55 $13.55
Warehouse Outbound
Storekeeper / Operator $12.55 $12.80 $13.05 $13.30 $13.55 $13.55
Pressure Machine Operator
$13.05 $13.30 $13.55 $13.80 $14.05 $14.05
Storekeeper / Trainer* $14.15 $14.40 $14.65 $14.90 $15.15 $15.15
Maintenance
Maintenance Technician I $14.05 $14.30 $14.55 $14.80 $15.05 $15.05
Maintenance Technician II $18.30 $18.55 $18.80 $19.05 $19.30 $19.30
Maintenance Technician III $23.80 $24.05 $24.30 $24.55 $24.80 $24.80
Pedestals
Pedestal Operator $12.55 $12.80 $13.05 $13.30 $13.55 $13.55
Pedestal Operator / Trainer*
$14.15 $14.40 $14.65 $14.90 $15.15 $15.15
Senior Weld Technician**
$19.05 $19.30 $19.55 $19.80 $20.05 $20.05
Weld Technician / Operator**
$18.05 $18.30 $18.55 $18.80 $19.05 $19.05
Welder Setup / Operator**
$16.30 $16.55 $16.80 $17.05 $17.30 $17.30
Welder / Operator $14.05 $14.30 $14.55 $14.80 $15.05 $15.05
CNC Lathe / Mill Changeover and Operator
$16.05 $16.30 $16.55 $16.80 $17.05 $17.05
CNC Lathe / Mill Setup and Operator
$18.30 $18.55 $18.80 $19.05 $19.30 $19.30
69
CNC Programming & Proto Type Lathe Mill Setup Operator
$21.05 $21.30 $21.55 $21.80 $22.05 $22.05
MotorGuide
MotorGuide Operator $12.55 $12.80 $13.05 $13.30 $13.55 $13.55
MotorGuide Operator / Trainer*
$14.15 $14.40 $14.65 $14.90 $15.15 $15.15
Technical Assembly
Technical Assembly Team Member
$14.15 $14.40 $14.65 $14.90 $15.15 $15.15
Year 3 Start 4 month 8 month 12 month 16 month Contract
Assembly
Assembler $12.95 $13.20 $13.45 $13.70 $13.95 $13.95
Assembler / Trainer* $14.55 $14.80 $15.05 $15.30 $15.55 $15.55
Warehouse Inbound
Storekeeper $12.95 $13.20 $13.45 $13.70 $13.95 $13.95
Truck Driver/Storekeeper** $13.49 $13.74 $13.99 $14.24 $14.49 $14.49
Truck Driver** $13.49 $13.74 $13.99 $14.24 $14.49 $14.49
Storekeeper / Trainer* $14.55 $14.80 $15.05 $15.30 $15.55 $15.55
Receiving/Storekeeper* $12.95 $13.20 $13.45 $13.70 $13.95 $13.95
Receiving* $12.95 $13.20 $13.45 $13.70 $13.95 $13.95
Warehouse Outbound
Storekeeper / Operator $12.95 $13.20 $13.45 $13.70 $13.95 $13.95
Pressure Machine Operator
$13.45 $13.70 $13.95 $14.20 $14.45 $14.45
Storekeeper / Trainer* $14.55 $14.80 $15.05 $15.30 $15.55 $15.55
Maintenance
Maintenance Technician I $14.45 $14.70 $14.95 $15.20 $15.45 $15.45
Maintenance Technician II $18.70 $18.95 $19.20 $19.45 $19.70 $19.70
Maintenance Technician III $24.20 $24.45 $24.70 $24.95 $25.20 $25.20
Pedestals
Pedestal Operator $12.95 $13.20 $13.45 $13.70 $13.95 $13.95
Pedestal Operator / Trainer*
$14.55 $14.80 $15.05 $15.30 $15.55 $15.55
70
Senior Weld Technician**
$19.45 $19.70 $19.95 $20.20 $20.45 $20.45
Weld Technician / Operator**
$18.45 $18.70 $18.95 $19.20 $19.45 $19.45
Welder Setup / Operator**
$16.70 $16.95 $17.20 $17.45 $17.70 $17.70
Welder / Operator $14.45 $14.70 $14.95 $15.20 $15.45 $15.45
CNC Lathe / Mill Changeover and Operator
$16.45 $16.70 $16.95 $17.20 $17.45 $17.45
CNC Lathe / Mill Setup and Operator
$18.70 $18.95 $19.20 $19.45 $19.70 $19.70
CNC Programming & Proto Type Lathe Mill Setup Operator
$21.45 $21.70 $21.95 $22.20 $22.45 $22.45
MotorGuide
MotorGuide Operator $12.95 $13.20 $13.45 $13.70 $13.95 $13.95
MotorGuide Operator / Trainer*
$14.55 $14.80 $15.05 $15.30 $15.55 $15.55
Technical Assembly
Technical Assembly Team Member
$14.55 $14.80 $15.05 $15.30 $15.55 $15.55
Year 4 Start 4 month 8 month 12 month 16 month Contract
Assembly
Assembler $13.45 $13.70 $13.95 $14.20 $14.45 $14.45
Assembler / Trainer* $15.05 $15.30 $15.55 $15.80 $16.05 $16.05
Warehouse Inbound
Storekeeper $13.45 $13.70 $13.95 $14.20 $14.45 $14.45
Truck Driver/Storekeeper** $13.99 $14.24 $14.49 $14.74 $14.99 $14.99
Truck Driver** $13.99 $14.24 $14.49 $14.74 $14.99 $14.99
Storekeeper / Trainer* $15.05 $15.30 $15.55 $15.80 $16.05 $16.05
Receiving/Storekeeper* $13.45 $13.70 $13.95 $14.20 $14.45 $14.45
Receiving* $13.45 $13.70 $13.95 $14.20 $14.45 $14.45
Warehouse Outbound
Storekeeper / Operator $13.45 $13.70 $13.95 $14.20 $14.45 $14.45
Pressure Machine Operator
$13.95 $14.20 $14.45 $14.70 $14.95 $14.95
Storekeeper / Trainer* $15.05 $15.30 $15.55 $15.80 $16.05 $16.05
71
Maintenance
Maintenance Technician I $14.95 $15.20 $15.45 $15.70 $15.95 $15.95
Maintenance Technician II $19.20 $19.45 $19.70 $19.95 $20.20 $20.20
Maintenance Technician III $24.70 $24.95 $25.20 $25.45 $25.70 $25.70
Pedestals
Pedestal Operator $13.45 $13.70 $13.95 $14.20 $14.45 $14.45
Pedestal Operator / Trainer*
$15.05 $15.30 $15.55 $15.80 $16.05 $16.05
Senior Weld Technician**
$19.95 $20.20 $20.45 $20.70 $20.95 $20.95
Weld Technician / Operator**
$18.95 $19.20 $19.45 $19.70 $19.95 $19.95
Welder Setup / Operator**
$17.20 $17.45 $17.70 $17.95 $18.20 $18.20
Welder / Operator $14.95 $15.20 $15.45 $15.70 $15.95 $15.95
CNC Lathe / Mill Changeover and Operator
$16.95 $17.20 $17.45 $17.70 $17.95 $17.95
CNC Lathe / Mill Setup and Operator
$19.20 $19.45 $19.70 $19.95 $20.20 $20.20
CNC Programming & Proto Type Lathe Mill Setup Operator
$21.95 $22.20 $22.45 $22.70 $22.95 $22.95
MotorGuide
MotorGuide Operator $13.45 $13.70 $13.95 $14.20 $14.45 $14.45
MotorGuide Operator / Trainer*
$15.05 $15.30 $15.55 $15.80 $16.05 $16.05
Technical Assembly
Technical Assembly Team Member
$15.05 $15.30 $15.55 $15.80 $16.05 $16.05
SPECIAL ALLOWANCES
Night shift premium will be as follows:
2nd shift $.50 per clock hour
72
ARTICLE XVII
DURATION OF CONTRACT
The terms and conditions of this
agreement shall be effective as of November
20, 2015, and shall continue in effect until
November 19, 2019 and thereafter from year to
year automatically renewing itself unless
terminated as hereinafter set forth. The 7th
day of November of each year of the contract
shall be considered the anniversary date.
Should either party desire to terminate or
modify this Agreement on November 20, 2019 or
upon any annual termination date thereafter,
not more than 90 days and at least 60 days
prior written notice must be given to the
other party.
IN WITNESS WHEREOF, the parties have
caused their names to be subscribed by their
duly authorized officers and representatives
the day and year first above written--LOCAL M-
7 OF The International Brotherhood of
Boilermakers, Iron ship Builders, Blacksmiths,
Forgers, and Helpers, AFL, CIO.
AFL-CIO ATTWOOD CORPORATION
By __________________ By _________________
By __________________ By _________________
By __________________ By__________________
By __________________ By__________________