LETTER NO. 2 It is understood and agreed that the Company has adhered to the provisions of the Letter of Understanding re Article
LETTER NO. 2 Making Up of Lost Time (Herein Referred to as “Make Up Time”) At the 2005 negotiations, the Company and Union agreed to the following: Past agreements allowing bargaining unit employees the opportunity to make up time lost due to scheduled medical appointments or unforeseen events of a personal nature are not well defined or documented. Lost time as outlined above shall be rescheduled, Monday through Friday, either before or after the employees regularly scheduled shift at a ratio of one (1) hour of make up time for one (1) hour of lost time, upon mutual agreement by the employee affected and his or her department supervisor. Rescheduled make up time must fall within the current weekly Kronos payroll reporting period during which the time loss occurred, and cannot be carried forward to subsequent weeks. Make up time shall be limited to four (4) hours in any one day and eight (8) hours per week. The company shall endeavour to accommodate affected employees where work is available and skill and ability permits.” Letter No. 3 Schedule II (c) Schedule of Historical Unpopulated Classifications At the 1999 negotiations, the Company and the Union agreed that certain positions (not currently populated) have historically fallen within the bargaining unit. Over the years however, these positions have been removed from Schedule II by the parties. The purpose of this letter is to record the agreement that if the Company intends to repopulate any of the job classifications listed below, the Company agrees it will consult with the Union regarding job titles, job descriptions, and job levels. It is also agreed that these positions and the employees filling them will fall within the scope of the bargaining unit. The Company agrees it will not fill or post any new non- supervisory positions until it has consulted with the Union and established whether it is a bargaining or non-bargaining unit position. The Company and the Union agree that all positions historically bargaining or non-bargaining unit will not be affected. The historical bargaining unit positions are as listed below: JOB TITLE & LEVEL OCC. GROUP CODE# Administrative Planner – R&O (00) 000 0000 Analyst, Accounting (00) 000 0000 Analyst, Contracts & Termination Claims (07) 004 1326 Analyst, Cutting Tools (00) 000 0000 Analyst, Engineering Change-Material Procurement (07) 019 0867 Analyst, Packaging & Spare Parts (00) 000 0000 JOB TITLE & LEVEL OCC. GROUP CODE# Analyst, Procedures (00) 000 0000 Analyst, Produ...
LETTER NO. 2 It is understood and agreed that the Company has adhered to the provisions of the Letter of Understanding re Article 12.03 prior to implementing the 17 shift schedule. Subsequently, as the result of a seasonal decline in orders, it was necessary to reduce the level of operations to a 9 shift, 3 crew level, resulting in the lay off of employees. Given the short duration that the 17 shift schedule was not in effect, and given that the business levels again support a 17 shift schedule, and given that employees would be laid off if the 17 shift schedule is not utilized, the parties hereby agree to resume the 17 shift scheduling where required. It is also agreed and understood that in the event the 17 shift schedule is discontinued for a period of time in excess of four (4) weeks, the Company will use the overtime provisions of the collective agreement and the Letter of Understand re Article 12.03 for a period of not less than four (4) weeks prior to resuming continuous operations. This latter period of time being not less than four [4] weeks of overtime) commences on written notification to the Union of the Company's intention to resume continuous operations. It is agreed that a notice to the Union which states that "the Company will be resuming continuous operations not earlier than four (4) weeks from the date of notice" will suffice for the purpose of this provision. LETTER OF UNDERSTANDING RE ARTICLE 12.03
LETTER NO. 10 Section 3(a) of the Settlement Agreement between the parties dated July 5, 2007 provides that a condition to the effectiveness of the Settlement Agreement is the “completion of the expedited organizing process at Sterling, Illinois and Milwaukee, Wisconsin.” The parties further agree that the UAW may, in its sole discretion, designate one or two alternate Company facilities at which this expedited organizing process is to be conducted. During this process, the Neutrality Agreement between the UAW and the Company that was in effect until June 8, 2007 (the “Neutrality Agreement”) will be deemed to be in full effect at the Sterling, Illinois and Milwaukee, Wisconsin Company facilities (or such alternate facilities as the UAW may designate under this letter). If, during the period between July 5, 2007 and the completion of the July 25, 2007 hearing on the Company’s motion to approve the Settlement Agreement, the Company has fully complied with the Neutrality Agreement, the UAW will waive the condition to effectiveness of the Settlement Agreement referenced in the first sentence of this letter, although, at the UAW’s option, the expedited organizing process referenced herein will continue, with full application of the Neutrality Agreement to it. Sincerely, Cxxxx Xxxxxx
LETTER NO. 5 1.1 No. 6 Special provisions for employees working in the MUHC heating plant.....................................................................Letter No. 6 1.1 No. 7 Lists .............................................................................................Letter No. 7 1.1 No. 8 Merger of seniority .......................................................................Letter No. 8 1.1 No. 9 Safety boots or shoes ............................................................. Letter No. 9 1.1 Legend L = Local provisions N = National provisions
LETTER NO. 2 The Company has the right to create, amend, combine or otherwise change Job Descriptions. Such new Job Descriptions will be provided to the CWS Committee for input from the union; however, it will remain the unilateral responsibility of the Company to determine the duties of the jobs. Following this process, the Job Descriptions will be deemed to be accepted by the CWS Committee. The Company agrees to confer with the CWS Committee to establish the job class rate whenever it creates, amends, combines or otherwise changes a Job Description. Failure of the parties to reach an agreement within the CWS Committee will result in the Company establishing the wage rate that will apply, with the provision that the Union may grieve the difference in wage rate. If a wage rate set by the Company is submitted to arbitration, the arbitrator will set the rate by employing the methods prescribed in the CWS manual. LETTER NO. 3
LETTER NO. April President, Local United Rubber, Cork, Linoleum and Plastic Workers of America Dear Xxx, During the negotiations, the Company and the Union have agreed to form a joint task force, whose specific assignment will be to review the Incentive Sys- tem as outlined in Article This committee will be made up of six (6) members, three (3) members from the Union and three (3) mem- bers from Management. This committee shall be required to present its recom- mendations to the Company Bargaining Committee and the Union Bargaining Committee. Any decision to act upon or not act upon the Task Force recommendations will be the sole responsibility of the joint bargaining committee. Yours very truly,
LETTER NO. 8 Re: WORKERS' COMPENSATION BENEFITS For the purpose of defining Article 18.04 the allowances paid to the employees shall be as follows:
LETTER NO. 9 Re: EMERGENCY STORES WITHDRAWAL This will confirm the understanding between the Company and the Union regarding the withdrawal of supplies from Mechanical Stores under circumstances which result from an emergency call-in situation. It is the intention of Management to provide Stores services during most production and maintenance overtime periods or to arrange advance withdrawals from Stores in accordance with scheduled work arrangements. However, it may become necessary for service employees, when on an "emergency call-in", to obtain parts or supplies from Stores in order to complete the work which necessitated the emergency call-in. In such an event, the employee requiring the Stores withdrawal will contact a member of Management for instructions in this matter and may only make such a Stores withdrawal under such instructions, except in extreme emergencies. The following procedure will be used in Stores withdrawals in emergency call-in situations:
