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Exhibit 10(i)
AGREEMENT
between
ELECTRO-VOICE, INC.
and
LOCAL 663
INTERNATIONAL UNION OF
ELECTRONIC, ELECTRICAL,
SALARIED, MACHINE &
FURNITURE WORKERS
AFL-CIO
1992-1995
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TABLE OF CONTENTS
Page
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PREFACE
AGREEMENT ................................................................................1
ARTICLE 1 UNION RECOGNITION...............................................................1
ARTICLE 2 PURPOSE OF AGREEMENT............................................................1
ARTICLE 3 NO DISCRIMINATION...............................................................2
ARTICLE 4 UNION REPRESENTATION............................................................2
ARTICLE 5 UNION SECURITY & CHECK OFF......................................................4
ARTICLE 6 GRIEVANCE PROCEDURES ARBITRATION
GRIEVANCES......................................................................6
ARTICLE 7 SENIORITY.......................................................................9
ARTICLE 8 DISCIPLINE & DISCHARGE.........................................................14
ARTICLE 9 HOURS & OVERTIME...............................................................16
ARTICLE 10 LEAVE OF ABSENCE...............................................................19
ARTICLE 11 PROBATIONARY PERIOD............................................................23
ARTICLE 12 QUALIFYING FOR PREMIUM JOBS....................................................23
ARTICLE 13 ...............................................................................24
ARTICLE 14 HEALTH & SAFETY................................................................24
ARTICLE 15 TIME STUDY.....................................................................25
ARTICLE 16 REPORT IN/CALL IN/CALL BACK PAY................................................26
ARTICLE 17 MANAGEMENT RIGHTS..............................................................26
ARTICLE 18 COMPENSATORY LEAVE FOR SICKNESS
OR EMERGENCIES.................................................................27
ARTICLE 19 VACATION.......................................................................28
ARTICLE 20 COST OF LIVING ALLOWANCE.......................................................32
ARTICLE 21 INSURANCE......................................................................33
ARTICLE 22 HOLIDAYS.......................................................................36
ARTICLE 23 PENSION........................................................................37
ARTICLE 24 GENERAL........................................................................39
ARTICLE 25 WAGE PROGRESSIONS..............................................................44
APPENDIX A ...............................................................................45
APPENDIX B ...............................................................................47
APPENDIX C ...............................................................................48
APPENDIX D ...............................................................................49
APPENDIX E ...............................................................................50
APPENDIX F ...............................................................................51
APPENDIX G ...............................................................................52
APPENDIX B NEW HIRES RATES 1ST YEAR.......................................................53
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APPENDIX B NEW HIRES RATES 2ND YEAR.......................................................54
APPENDIX C NEW HIRES RATES 1ST YEAR.......................................................55
APPENDIX C NEW HIRES RATES 2ND YEAR.......................................................56
APPENDIX D NEW HIRES RATES 1ST YEAR.......................................................57
APPENDIX D NEW HIRES RATES 2ND YEAR.......................................................58
APPENDIX E NEW HIRES RATES 1ST YEAR.......................................................59
APPENDIX E NEW HIRES RATES 2ND YEAR.......................................................60
APPENDIX F NEW HIRES RATES 1ST YEAR.......................................................61
APPENDIX F NEW HIRES RATES 2ND YEAR.......................................................62
APPENDIX G NEW HIRES RATES 1ST YEAR.......................................................63
APPENDIX G NEW HIRES RATES 2ND YEAR.......................................................64
ARTICLE 26 DURATION OF AGREEMENT..........................................................65
CALENDARS
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AGREEMENT
This Agreement made and entered into on this 1st day of June, 1992,
by ELECTRO-VOICE, INC., hereinafter called the EMPLOYER, and the INTERNATIONAL
UNION OF ELECTRONIC, ELECTRICAL, TECHNICAL, SALARIED and MA CHINE & FURNITURE
WORKERS, AFL-CIO and its LOCAL 663, hereinafter called the UNION.
ARTICLE 1
UNION RECOGNITION
The Employer recognizes the Union as the sole and exclusive
collective bargaining agent for all full time and regular part-time production
employees, at the Employers Sevierville, Tennessee plant, including truck
drivers, shipping and receiving employees, quality control department employees,
production control department employees and plant clerical employees, BUT
EXCLUDING office clerical employees, engineering department employees, assistant
foremen, and professional employees, guards and supervisors as defined in the
Act. The foregoing as provided for in Certification Case Number 10-RC-9817,
dated February 11, 1974.
ARTICLE 2
PURPOSE OF AGREEMENT
Section 2.01. It is the purpose of this agreement to promote the
mutual interest of the Employees and the Employer, to secure a prompt and
equitable disposition of grievances, to establish fair wages, hours and working
conditions, to secure a peaceful and harmonious relationship and to provide a
safe and healthful working environment and to set forth the sole and entire
agreement between the Employer and the Union with respect to wages, hours, and
all other terms and conditions of employment. The parties agree to co operate
fully to secure the advancement and achievement of the above purposes. The prin
ciple of a fair days work for a fair days pay is jointly recognized.
Section 2.02. The term "Employee" when used in this Agreement means
an employee of the Employer in the Bargaining Unit.
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ARTICLE 3
NO DISCRIMINATION
Section 3.01. The provisions of this Agreement shall be applied to
all employees without discrimination or preferential treatment for any reason
including age, sex, race, color, creed, national origin, handicap or any other
reason prohibited by law.
Section 3.02. The Employer agrees not to interfere with the rights of
its employees to become members of the Union, and there shall be no
discrimination, interference, restraint, or coercion by the Employer or any of
its agents against any employee be cause of Union membership or because of his
acting as an officer or in any other bonafide activity on behalf of the union.
Section 3.03. The Union recognizes its responsibility as a result of
NLRB certification to represent all employees in the bargaining unit and agrees
there will be no discrimination, interference, restraint, or coercion by the
Union or any of its agents against any employee because of his refusal to join
or participate in the Union or Union activities.
ARTICLE 4
UNION REPRESENTATION
Section 4.01. The officers or any authorized representative or
officials of the Union shall have admission, from the Employer, to the plant or
premises of the Employer at any time during working hours for the purpose of
ascertaining whether or not this Agreement is being observed by the parties
thereto, or for assisting in the adjustment of grievances. Such admission shall
be through the receptionist who will refer the representatives to the Personnel
Department for the issuance of a pass without undue delay.
Section 4.02. Authorized representatives shall be: Officers and
representatives of the IUE-AFL-CIO or District 7 of such Union: The President,
Chief ▇▇▇▇▇▇▇, Vice- President, Recording Secretary, Financial Secretary,
Trustees, Sgt.-At-Arms, and Stewards in their areas of representation.
The above identified officers shall be allowed to take a reasonable
amount of time off from work to attend to the affairs of the local without pay
from the Employer, provided that a Union Affairs Pass stating the general
purpose of the absence is submitted to the Personnel Manager in advance. This
time off will not be charged against these officers in any way. The Employer
reserves the right to postpone such absences in case of emer-
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gency. The Union agrees to control and regulate abuses in regard to the amount
of time and frequency of absences for such union business.
These authorized representatives shall be entitled to enter the plant
in hours other than their regular shift in accordance with Section 4.01 of this
Article. Should there be no receptionist on duty they may be admitted by
contacting the supervisor in charge and securing a "Union Affairs Pass."
Section 4.03. Stewards will be chosen from and assigned to the
following areas: ▇▇▇▇▇ ▇, ▇, ▇ ▇▇▇ ▇.
▇▇▇▇ 1. Lines 1 and 2, Quality Control, Roving inspectors, Tool Crib,
Tool and Die, Set-Up, Glue Center, Salvage, Custodian, Fabrication Area, Cable,
Engraver, Mini-Jector, and Tube and Damping.
Zone 2. Lines 3, 4 and 5.
Zone 3. Lines 6, 7, 8 and Back Electret.
Zone 4. Receiving Inspectors, Truck Driver, Material Handler,
Miscellaneous, Shipping Clerk, Stockroom, Head Line, Production Control, Charge
Machine and RE 2000 Specialist.
If the Employer places employees on the second shift or third shift,
there will be a ▇▇▇▇▇▇▇ appointed and elected to represent employees on the
shift in question. This elected ▇▇▇▇▇▇▇ will continue to represent all employees
until the number of employees exceeds twenty-five (25). When the number of
employees exceeds twenty-five (25), there will be another ▇▇▇▇▇▇▇ appointed
and/or elected.
Section 4.04. Should there be a substantial change in the level of
employment, a commensurate change in the number of stewards may be provided for
by mutual agreement between the Employer and the Union.
Should the number of stewards, under this section, be reduced or
increased the Union will determine the ▇▇▇▇▇▇▇ affected.
Section 4.05. If five (5) or more employees are scheduled to work at
any time other than the regular shift (Monday - Friday), the Employer will
notify the proper union ▇▇▇▇▇▇▇, chief ▇▇▇▇▇▇▇ or representative as soon as
possible of the need for union representation. The ▇▇▇▇▇▇▇ or his designated
alternate, chosen at the option of the union, must
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be present. The ▇▇▇▇▇▇▇ or his designated alternate working solely to provide
representation shall be assigned any full time work in the zone which they are
representing in addition to the number of employees needed. The ▇▇▇▇▇▇▇ will
also be placed in the area with in the zone with the largest number of employees
working. If five (5) or more employees are working in various zones the ▇▇▇▇▇▇▇
or his designated alternate shall be assigned work in the zone with the largest
number of employees working. These are exceptions to the above in this section:
(A) When the ▇▇▇▇▇▇▇ or designated alternate is one of the normal
operators asked to work overtime.
(B) When the ▇▇▇▇▇▇▇ or designated alternate is eligible by the turn
sheet to work the overtime.
Section 4.06. Should the union seek a renewal of this Agreement, it
shall select a Negotiating Committee of not to exceed five (5) members to
negotiate with the Employer the number of International Representatives not
included. In the event of such negotiations, the Employer will pay for all
scheduled work hours lost at the employee's regular earnings to each
Negotiating Committee member for all time spent in meetings with the Employer's
representatives.
ARTICLE 5
UNION SECURITY & CHECK OFF
Section 5.01. During the life of this Agreement, the Employer will
make deductions of Union membership dues and initiation fees, if payable for
each employee who signs an authorization cord which will be furnished to the
Employer by the Union. The deductions shall be made from the first and/or third
pay check of each month. Such deductions shall be paid promptly to the
Financial Officer designated by the Union together with a list of employees from
whose pay such deductions were made and the amount of each.
I hereby assign, from my earnings now or hereafter payable to me from
the Employer, to Local 663 of the International Union of Electronics,
Electrical, Salaried, Ma chine and Furniture Worker's AFL-CIO, a sum equal to
Union membership dues and, if owing by me, an initiation fee, as certified to
the Employer by the Local.
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This Assignment and Authorization is voluntarily made in
consideration of the costs of representation and collective bargaining and is
not contingent upon my member ship in the Union.
Pursuant to this Assignment and irrespective of my present or future
membership status in the Union, I authorize and direct you to deduct, while I am
employed in the rep resented bargaining unit of the Employer, such a sum equal
to membership dues, and it owing by me, an initiation fee, as certified to the
Employer by the Local.
Regardless of my membership status, this Assignment and Authorization
shall be irrevocable until a date one year from its effective date, or until the
date on which the cur rent collective bargaining agreement between the Employer
and the Union is terminated, whichever is earlier. I agree and direct that this
Assignment and Authorization shall be automatically renewed, and shall be
irrevocable for successive period of one (1) year each from its effective date,
or for the periods of each succeeding applicable collective bargaining
agreement between the Employer and the Union, whichever period is shorter.
This Assignment and Authorization may only be revoked by written
notice by individual registered or certified mail, given by me to the Employer
and the Union, post marked not more than twenty (20) days and not less than ten
(10) days prior to the expiration date of each one-year period, or the
termination date of each applicable collective bar gaining agreement between the
Employer and the union, whichever date is earlier.
This Authorization and Assignment supersedes all previous
Authorizations and Assignments.
Employees who have not previously authorized deductions or who have
revoked check-off as above provided may authorize deductions effective the first
day of any calendar month.
Section 5.02. The Union agrees to save the Company harmless from any
action or actions growing out of these deductions and assumes full
responsibility for the disposition of the funds so deducted once they have been
turned over to the Financial Secretary of the Union as above provided.
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ARTICLE 6
GRIEVANCE PROCEDURES
ARBITRATION GRIEVANCES
Section 6.01. Grievances and all answers to grievances (other than
those in 6.03A) shall be in writing and signed by the aggrieved employee or
employees and/or the union and submitted within the time limited hereinafter set
forth.
Section 6.02. (A) Grievances concerning disciplinary action or
discharge must be filed in writing, within five (5) working days of receipt of
notification of such action, or such grievances shall not be valid. In event of
disciplinary action or discharge the specific reason for such action will be
given in writing at the time to the employee with a copy to the Union.
(B) All other grievances must be filed in writing within ten (10)
working days after the occurrence of the event on which it is predicated
provided, however, that grievances concerning payroll errors or wage
adjustments must be filed in writing within sixty (60) working days, unless
either party shall request in writing an extension of time for further
investigation of the issue.
Section 6.03. All differences, disputes and grievances that may arise
between the Union and the Employer shall be taken up as follows:
(A) Step 1 - Between the aggrieved employee on the one hand and the
employee's ▇▇▇▇▇▇▇ on the other. Either party may request the presence of
the area ▇▇▇▇▇▇▇.
If no satisfactory settlement is reached between them within
twenty-four (24) hours, the matter shall be reduced to writing and
referred to Step 2. (The twenty-four (24) hour period may be extended by
mutual consent.)
(B) Step 2 - The Chief Steward, steward, department head, and a
representative of the Personnel Department. The Employer or the Union may
request the presence of the employee(s) or the ▇▇▇▇▇▇▇ or additional
witnesses for the purpose of giving testimony.
If no satisfactory settlement is reached between them within twenty
four (24) hours the matter shall be referred to Step 3. (The twenty-four
(24) hour period may be extended by mutual consent.) Such settlement shall
be reduced to writing.
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(C) Step 3 - Three (3) Local Union representatives and/or
representative of the International Union on the one hand and up to four
(4) Management representatives on the other.
By mutual agreement, policy or Committee grievances will go directly
to the third step.
If no satisfactory settlement is reached between them within ten (10)
working days, the matter may be appealed to arbitration. The ten (10) day
period may be extended by mutual consent. Such settlement shall be in
writing.
(D) In respect to the steps of the grievance procedure, union
officials will be paid a maximum number of hours (31) per week. These
hours can be used by the President, Vice-President, Chief ▇▇▇▇▇▇▇ or the
stewards.
Unused hours by the above officers and stewards may be accrued from
week to week. However, the above identified officials shall be allowed to
take off such additional time as the legitimate processing of grievances
might require without pay from the Employer. In addition the three (3)
Local Representatives four (4) hours in Step 3.
Section 6.04. The Union agrees that all stewards will investigate
grievances in the shortest period of time possible. Any zone ▇▇▇▇▇▇▇ (as
differentiated from a chief ▇▇▇▇▇▇▇) when requested, shall have the right to
investigate a grievance within his area of jurisdiction during working hours on
Step 1 grievances. In the absence from work of a ▇▇▇▇▇▇▇, his chief ▇▇▇▇▇▇▇ may
act in his place. When a ▇▇▇▇▇▇▇ is called upon to investigate or work on a
grievance during working hours, he must do so according to the following
procedure. The employee's immediate supervisor will be responsible for
contacting the appropriate ▇▇▇▇▇▇▇ and will do so without undue delay.
The chief ▇▇▇▇▇▇▇ and Personnel Manager may be requested to
participate in Step 1 of the grievance procedure for consultation purposes. The
purpose of this provision is to assure proper training and development of both
supervisors and stewards in the skills necessary for resolution of complaints
and grievances in Step 1 of the grievance procedure.
(A) The ▇▇▇▇▇▇▇ shall not leave his job without prior notice to his
immediate supervisor. In the event that the ▇▇▇▇▇▇▇ is working on a job
where a replacement is required, such replacement will be made within the
shortest possible time.
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(B) Prior to leaving his job, the ▇▇▇▇▇▇▇ will request a "Union
Affairs Pass" of the immediate supervisor and he must return the pass to
such supervisor when returning to the job. Such supervisor will indicate
the time on the "Union Affairs Pass" that the ▇▇▇▇▇▇▇ leaves his work and
the time he returns to work from his grievance investigation.
(C) If the ▇▇▇▇▇▇▇ is entering an area under the supervision of
someone other than the individual issuing the "Union Affairs Pass," he
shall inform the supervisor of the reasons for his entering the
department.
(D) Upon receipt of the "Union Affairs Pass," the Zone ▇▇▇▇▇▇▇ may
leave his work station. When finished with his union business, he must
immediately return to his work area.
(E) Zone stewards will not investigate grievances in other areas of
jurisdiction.
(F) In the event any employee is to be discharged or disciplined and
is required to leave the plant, he shall remain in the Personnel
Department and the chief ▇▇▇▇▇▇▇ and ▇▇▇▇▇▇▇ shall be called in for
discussion.
Section 6.05. The Union agrees there will not be any strike, sit
down, slow down, work stoppage, mass absenteeism for concerted action, boycott,
sympathy strike, or any other form of action which results in delays, stoppage
of work or production during the term of this Agreement. The Employer shall have
the right to discharge or otherwise discipline any employee who engages in
conduct in violation of this clause. The Employer agrees that there will be no
lockout during the term of this Agreement.
ARBITRATION
Section 6.06. All differences, disputes, and grievances between the
parties which shall not have been satisfactorily settled after following the
procedure herein above set forth shall, at the request of either party, be
appealed to arbitration within ten (10) working days after the time limitation
set forth in 6.03(C) of the grievance procedure.
(A) Upon the issuance of such an appeal, the parties will attempt to
select an arbitrator by agreement. If they fail to agree upon an
arbitrator within five (5) working days, a joint request will be submitted
to the Federal Mediation and Conciliation Service within ten (10) working
days by the president of the Local or his designated representative and
the Industrial Relations Manager or his designated representative for
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a panel of seven (7) arbitrators. Such arbitrators shall be members of the
American Arbitration Association.
(B) An arbitrator will be selected from this panel by the Union and
the Employer alternately striking names from the panel until one name
remains.
(C) Should the entire panel be unacceptable to either party, they
shall request another panel from the Service.
Section 6.07. It is the intent of the parties to settle differences,
disputes, and grievances by responsible bargaining and not resorting to
arbitration as a substitute for such responsibility. It is agreed that the
parties shall equally bear the cost of the arbitrator's fee and expense. An
arbitrator shall be authorized only to interpret and apply the provisions of
this Agreement to the extent necessary to decide the submitted grievance and
shall not have authority to add to, detract from or alter in any way the
provisions of the Agreement. The parties agree that not more than two (2)
related grievances shall be heard by the same arbitrator at one (1) arbitration
hearing, or continuation thereof.
However, the two (2) such related grievances must be no more than
ninety (90) days apart in occurrence. Exceptions shall only be made by mutual
agreement.
Section 6.08. The employer will furnish the hearing room. Legal fees
and expenses of case preparation shall be borne by the respective parties.
ARTICLE 7
SENIORITY
Section 7.01. (A) Seniority is the length of the employee's service
with the Employer from last date of hire.
(B) On the day following the effective date of this Agreement a
complete seniority list shall be posted in a conspicuous place to be mutually
agreed upon by the Employer and the Union. It shall remain posted for twenty
(20) working days. Any protest as to the proper seniority of an employee must be
made in writing within this twenty (20) day period. No protest being filed
within this twenty (20) day period, the seniority date as posted shall be
considered correct and final.
Section 7.02. (A) The Employer shall provide the Union with
up-to-date seniority lists each month, so arranged that the employee with the
greatest seniority will
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be first on the list, and the employee with the lowest seniority will be last.
The Employer shall also notify the Union in writing of any changes as they occur
between issuance of the above lists.
(B) Classification seniority records shall be maintained in the
Personnel Office and made available to the employee and/or the appropriate union
▇▇▇▇▇▇▇ on request.
Section 7.03. (Al) Employees with sixty (60) calendar days and up to
six (6) months seniority shall accumulate seniority for six months from date of
lay-off or start of leave of absence unless otherwise provided for in Section
7.03 B2, 7.03 B3, 7.03 B4, or 7.03 B5, of this Article. If the duration of the
leave or lay-off exceeds six (6) months, the employee shall return to the lowest
labor grade.
(A2) Employees with six (6) months of seniority and up to two (2)
years seniority shall accumulate seniority for two (2) years from date of
lay-off or start of leave of absence unless otherwise provided for in Section
7.03 B2, 7.03 B3, 7.03 B4, or 7.03 B5, of this Article.
(A3) Employees with two (2) years up to five (5) years seniority
shall accumulate seniority equal to the seniority the employee had at the
beginning of a lay-off or leave of absence unless otherwise provided for in
Section 7.03 B2, 7.03 B3, 7.03 B4 or 7.03 B5 of this Article. Returning
employees may return to the job classification and shift from which they left.
(Bl) Employees with more than five (5) years of seniority shall
accumulate for the full period of the layoff or leave of absence.
(B2) Employees taking leaves of absence to hold full time public
office shall accumulate seniority during their term of office.
(B3) Employees elected or appointed to full time union position upon
written request to the Employer from the President of the International Union or
the President of District 7 of the International Union shall continue to
accumulate seniority during their term of office.
(B4) Employees elected to or appointed to full time office of the
Local Union upon written request of the Local union shall accumulate seniority
during their term of office.
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(B5) Employees serving short term mission for the Union, such as
delegates, etc., shall accumulate seniority during such mission.
(B6) Leaves of absence shall not be granted for the purpose of
securing other employment. Employees on leave found to be in other employment,
without notifying the Employer, shall be considered as voluntary quit.
(C) After June 30, 1986, employees accepting positions outside the
bargaining unit will not continue to accumulate seniority but will have their
seniority "frozen" at the time they accept the position outside the bargaining
unit. If they re-enter the bargaining unit, their seniority date shall be
adjusted to reflect the cumulative limit imposed by this subsection.
Employees outside the bargaining unit who reenter the bargaining unit
shall only have return rights as assemblers. Employees hired from outside
directly into non-bargaining unit jobs shall not have seniority.
(Dl) Employees other than those covered under the provisions of Sec
tion 7.03 Al who go on leave shall be returned to the job classification and
shift they held at the beginning of the leave. If such job classification and
shift are not available, they shall exercise their seniority as outlined in
Article 7, Section 7.05D.
(D2) During the time of such leaves, the Employer shall fill such
jobs by first offering it to the cutback employee, then to the part time
employee. If neither is available and the period of the leave exceeds 30 days, a
temporary bid will be posted for the period of time required. When the needs of
the Company do not require that the Company fill the vacancy created by a leave
of absence of less than 30 days, the Company will endeavor to explain the reason
to any cutback employees or part time employees.
(D3) The successful temporary bidder shall be returned to the
classification and shift they held at the time of the bid when the other
employee returns from their leave of absence except those covered under the
provisions of Section 7.03 Al. The employee filling the vacancy will also return
to his job classification and shift.
Section 7.04. (A) When a new job is created or a vacancy occurs, the
Employer shall, without undue delay, but in no case longer than three (3)
working days, post a notice of such job on the bulletin boards, giving the
amount of openings available, pay rate and shift on which the job opening is
available. Such job openings shall remain posted for two (2) full working days.
The time of posting shall be written on the posting at the time it is posted in
addition to the date of the posting; however, the Employer may,
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when necessary, fill such jobs on a temporary basis during the posting and
bidding procedure.
(B) The Employer shall be free to establish new jobs not covered by
this Agreement as the needs arise and to place such jobs in the classification
and wage group deemed appropriate. Current job descriptions as of the effective
date of this Agreement, will be given to the Union and will remain in effect
unless during this Agreement changes in processes, methods or equipment warrant
alteration. The Union shall be advised as to the classification and wage group
and given reasons supporting such placement.
The job shall run for a period of thirty (30) working days. At the
end of the thirty (30) day period, the Union shall be free to grieve the
placement.
Any change in classification or wage group shall be retroactive to
the start of the job.
(C) During the time of the posting, employees desiring to bid on the
job may sign the bid sheet. On request, supervisors or stewards may sign the bid
sheet for absent employees or employees on leave of absence. For an employee on
leave of absence to be awarded the job, he would have to be available within 20
calendar days from the time the bid is taken down. Should that employee not be
available, the next most senior person on that bid will be awarded the job.
(D) Posted jobs will be offered to the senior bidder providing he
(she) has the skill and ability to perform the work.
(E) The job shall be awarded and the transfer made on or before the
start of the shift on the third day following the taking down of the bid sheet.
If the transfer cannot be made the successful bidder shall, nevertheless, be
paid the rate of the posted job.
(F) If there are no successful bidders, the Employer shall be free to
hire from the outside.
(G) Job bid posting will remain open for the length of the qualifying
days required on the job after the bid is removed. Bidders signing the sheet
while posted will be considered for any openings or vacancies occurring on that
job during this period. A job bid remaining open will not need to be re-posted
unless there are no bidders on the bid or no bidders remaining to choose from.
Permanent, part-time, and temporary postings will be considered as separate
postings and a bid on one will not reflect on the other.
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(H) SHIFT CLASSIFICATION. First, second and third shift job
classifications will be considered separate job classifications for the purpose
of job bids, cutbacks and return rights.
Section 7.05. (A) If a reduction in force is necessary in any job
classification, the Employer will first try to absorb the affected employees in
Labor Grade 1, assembly, such transfer shall be at no reduction in earnings. The
least senior employees will be transferred. If employees cannot be absorbed for
such period other than provided for in Section 7.05B of this article, the
cutback and lay off procedure shall apply.
(B) In cases where a line or section may have cutbacks due to
shortages of material or other necessary interruptions in production, temporary
lay-offs may be made with out regard to seniority. This provision shall be
applicable to employees directly affected. No employee shall be affected more
than three (3) scheduled work days in a 30 day period. No employee shall be
affected by such temporary lay-off for more than eighty (80) hours in a calendar
year.
(C) When cutbacks are to be made in any job classification, the
cutback employee(s) will be those with the lowest plant-wide seniority
providing the employees remaining in the classification have skill and ability
to perform the work.
(D) A cutback or bumped employee may exercise their seniority to bump
the least senior employee in any shift or job classification within their labor
grade or a lower labor grade providing they have skill and ability to do the
work.
Section 7.06. (A) Layoff of employees other than temporary layoff
which is covered in Section 7.05(B) will be by plant-wide seniority beginning
with the least senior. The only exceptions being jobs not subject to the bid
procedure and officers and stewards with top-ranking seniority, which is covered
in Section 7.07.
(B) Recall of employees shall be in the inverse order of layoff.
Employees will be given two (2) days notice to return to work, unless the
employee has a valid excuse for not reporting. The Employer shall notify
employees either by telephone, certified mail, or personal notice. In the event
of personal notice, such notice shall be made directly to the employee only.
Section 7.07. (A) In the case of lay-off and recall, the following
elected officers and stewards of the Local Union shall be deemed to have top
ranking seniority so long as they hold such office and in the order as specified
below:
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(B) President, Chief ▇▇▇▇▇▇▇, Stewards in their areas of
representation.
Section 7.08. Employees shall lose seniority only by:
(A) Voluntary quitting.
(B) Failure to report for work within two (2) days after receiving
notice to report unless the employee has a valid excuse for not reporting
from lay off only.
(C) Discharge for just cause.
(D) Failure to report at termination of a leave of absence. Employees
who do not present themselves for re-employment by the close of the next
scheduled work day or submit proper evidence requesting extension of said
leave by the close of the next scheduled work day shall be considered as
having resigned. In emergencies exceptions will be made.
(E) Lay-off or leave of absence for a length of time greater than
accumulated seniority as outlined in Section 7.03 Al, 7.03 A2, 7.03 A3, of
this Article.
(F) Being absent three (3) consecutive work days and not reporting
for work at the start of the shift on the fourth day without proper
notification to the Company.
ARTICLE 8
DISCIPLINE & DISCHARGE
Section 8.01. Full power of discharge or discipline lies with the
Employer, but it is agreed that his power shall be exercised with justice and
with regard for the reasonable rights of the employees. If the Union, after
investigation, feels that an employee has been disciplined or discharged without
just cause and fails to reach an agreement or adjustment with the
representatives of the Employer, the case in question shall be referred to the
grievance procedure. The Union is to be notified at the time of any such
discharge or discipline (See Article 6, Section 6.04F).
Section 8.02. It is specifically pointed out that the Employer and
Union are in complete agreement that absence which is chronic cannot be
condoned. Any absence of more than three (3) days must be covered by a leave of
absence.
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Section 8.03. The Employer will from time to time issue Rules and
Regulations for the maintenance of orderly conditions of employment. These
rules will not be unfair or of discriminatory nature, nor will they conflict
with the terms of this Agreement. The Employer will give the Union a copy of any
deletions, amendments, or additions to the Rules and Regulations prior to the
time they are issued.
Section 8.04. The publishing of the rules by the Employer shall not
be construed as limiting the right of the Employer to delete, amend or add
rules as changing conditions demand such changes. However, notification of such
changes will be made known to the President, Vice President, and Chief ▇▇▇▇▇▇▇
of the Union in advance of the publishing of the change.
Section 8.05. Infractions of the Employer's Rules require progressive
discipline, as set forth below unless the Rules and Regulations shall specify
to the contrary.
(A) Infractions of rules shall be dealt with in an impartial and fair
manner. A first infraction may deserve a verbal warning. A record of the
verbal shall be placed in the employee's personnel file.
(B) Subsequent infractions of the same rule may require a written
reprimand. The second reprimand may carry a suspension penalty as noted in
the rules and the third may call for dismissal.
(C) An accumulation of three verbal warnings for various rule
infractions within a period of sixty (60) calendar days may carry a
penalty of 3-day suspension. An accumulation of two written reprimands for
various rule infractions during a ninety (90) day period may carry a 3-day
penalty. A third may require a dismissal.
(D) A copy of the above warnings, stating the exact violation, shall
be furnished to the employee and the union at the time of the violation,
whenever possible. Should the employee and the Union not be given a copy
as outlined above, such warning(s) will be invalid.
(E) The Employer agrees that it will not publish any new work rules
in addition to those in effect on June 9, 1977, which call for mandatory
dismissal unless the Company has the mutual consent of the Union.
Provided further, that the Employer will not amend any existing work rule
(in effect on June 9, 1977) to call for mandatory dismissal without mutual
consent.
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Section 8.06. The Employer recognizes that as the repeat violator is
penalized, so should the person who abides by the rules be given consideration.
Therefore, a reprimand/warning which becomes six (6) months old shall be
removed from the employee's personnel record.
ARTICLE 9
HOURS & OVERTIME
Section 9.01. (A) The regular work week shall be forty (40) hours per
week, eight (8) hours per day, five (5) days per week from Monday through Friday
inclusive.
(B) First Shift - 8 a.m. - 4:30 p.m.
(C) Second Shift - 5:00 p.m. - 1:30 a.m.
(D) Third Shift - Should there be a third shift, such hours will be
worked out between the Employer and the Union before any third shift
scheduling.
(E) Should the need for a second shift arise, or additionally, a
third shift such jobs will be offered by the job posting and bidding procedure.
(F) The existing half hour lunch period, as currently scheduled, will
remain in effect unless changed by mutual agreement between Employer and the
Union.
(G) Fifteen (15) minute paid breaks, as currently scheduled,
including during overtime, will be in effect unless changed by mutual agreement
between the Employer and the Union.
Section 9.02. For timekeeping purposes, the week shall commence at
12:01 a.m. Monday and end at 12:00 p.m. the following Sunday. The workday shall
commence at 8:00 a.m. and end at 8:00 a.m. the following day.
Section 9.03. Overtime compensation will be one and one-haft times
the hourly rate of the job for all hours over eight (8) in any day and over
forty (40) in any given week except overtime shall not be pyramided.
Section 9.04. (A) ASSEMBLY. The normal operator shall be defined as
the person on the job on which the overtime occurs.
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(Al) Should it be decided to work overtime, the Company will first
ask the normal operator. Should the normal operator refuse, the Company
will ask employees in that work center beginning with the employee with
the least amount of overtime on the turnsheet. Should additional employees
be needed, an overtime bid sheet will be posted. Employees who wish to be
considered for overtime can sign the overtime bid sheet. The requirement
will be filled by choosing the employees from the bid sheet with the least
amount of overtime on the turnsheet.
(A2) The parties agree that practices set forth in Section Al above
will not result in an imbalance of more than forty (40) hours per year
between all assembly operators on the assembly turnsheet.
(B) PREMIUM. In the event overtime is scheduled in premium jobs (as
defined in Appendix A), such overtime will be divided as equally as possible
among the employees performing the premium jobs.
The normal operator, as defined in Section 9.04A above, may be
requested to work the overtime, provided that this practice does not result in
an imbalance of more than 32 hours per year between classified operators.
(C) Such divisions of overtime shall be controlled by the use of a
turnsheet and in accordance with the provisions of this Agreement. The
turnsheets shall be maintained by the Employer and will start on the first day
of the first pay period after the effective date of this Agreement, and continue
for the length of the Agreement.
(D) Selection of overtime personnel from the turnsheets will be made
by choosing the employees with the least amount of overtime hours in the
classification first. Thus continuing the process until all employees have been
offered an equal amount of overtime hours as possible.
(E) For turnsheet purposes, any employee offered overtime hours but
refusing will be charged the amount of hours offered.
(F) To insure fair and equal distribution of overtime to all
employees, overtime offered will be posted to the turnsheet and noted as such
for the purpose of review.
(G1) Any employee on vacation shall not be charged with overtime
during his vacation period.
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(G2) Part time employees working on overtime will not be charged with
overtime on turnsheet.
(H) Employees entering into a new classification shall assume an
average of hours as charged to the turnsheet.
(I) In the event an employee is available for overtime and is
overlooked or is denied the opportunity for overtime, such employee(s) shall be
given the opportunity of making up such lost overtime.
When hours equivalent to the denied hours are to be worked the
arrangements with the employee shall be made twenty-four (24) hours in advance
unless shorter notice is agreeable to the employee involved.
(J) No employee shall be moved for the purpose of preferential
treatment for overtime.
(K) Should it be decided to work overtime on a regular work day, the
Employer's responsibility in informing personnel is limited to those in
attendance during the last four hours of the day. If the overtime is to be
worked on Saturday or Sunday and the employee is not in attendance during the
last four (4) hours of the Thursday preceding such overtime, the overtime will
not be offered to the employee.
(L) A copy of the turnsheets with all job classifications will be
furnished to the Chief ▇▇▇▇▇▇▇ in two week increments with all handwritten
posting of hours worked, offered and refused.
Section 9.05. Holiday overtime shall be offered as far in advance as
possible but not later than the end of the shift on the second day preceding the
holiday.
Section 9.06. Daily overtime shall be offered as far in advance as
possible but not less than four (4) hours before the end of the shift. Weekend
overtime shall be offered as far in advance as possible but not later than the
end of the working day Thursday.
Section 9.07. Failure to report for overtime after accepting
assignment shall be subject to a one (1) day suspension, unless good and
sufficient reason exists for such failure to report.
Section 9.08. An employee working on Saturday shall be paid time and
one-half (1 1/2) for hours worked.
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Section 9.09. Double time shall be paid for all work done on Sunday.
Section 9.10. For work performed on the 2nd shift, there shall be a
twenty (20) cents an hour shift differential.
For work performed on the 3rd shift, there shall be a twenty-five
(25) cents an hour shift differential.
ARTICLE 10
LEAVE OF ABSENCE
Section 10.01. Employer will grant Leaves of Absence to employees as
follows:
(A) Absences for three (3) consecutive working days or less shall not
require a formal leave of absence.
(B) SICK LEAVES. Leaves of five (5) days or more for medical reasons
(personal injury or illness) must be supported by a physician's
recommendation. All physician's statements must include both the first
day of absence and the day the employee can be expected to return to
work.
Company will grant excused absence to an employee who is admitted to
the hospital on an out-patient basis, must be supported by a physician's
statement.
(C) BEREAVEMENT LEAVE. Justifiable personal reasons - such as time
for a bereavement leave following death of member of immediate family,
accidents which might involve someone from the immediate family, etc.,
properly supported by such evidence as may be required. The first three
(3) days shall be paid by the Employer only for deaths in the immediate
family as listed below:
Husband Brother
Wife Sister
Children Grandchildren
Daughter-in-law Son-in-law
Step Children Step Grandchildren
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The parties agree to allow the following types of relationships to be
counted on an "either-or but not both" basis:
EITHER OR
Father Step Father
Mother Step Mother
Father-in-law Step Father-in-law
Mother-in-law Step Mother-in-law
Maternal Grandmother Maternal Step Grandmother
Maternal Grandfather Maternal Step Grandfather
Paternal Grandmother Paternal Step Grandmother
Paternal Grandfather Paternal Step Grandfather
The Employer will grant the employee one (1) day bereavement leave
with pay for death of additional members of family as listed below:
Brother-in-law Sister-in-law
Step Father Step Mother
The parties agree to allow the following types of relationships to be
counted on an "either-or, but not both" basis:
EITHER OR
Spouse's Maternal Grandfather Spouse's Maternal Step Grandfather
Spouse's Maternal Grandmother Spouse's Maternal Step Grandmother
Spouse's Paternal Grandfather Spouse's Paternal Step Grandfather
Spouse's Paternal Grandmother Spouse's Paternal Step Grandmother
If an employee has counted one of the relatives listed under the
"either" category, then they would not be eligible to count the
corresponding relative in the "or" category. Of course, even if an
employee had already counted one relative (for example, father-in-law),
and later the corresponding relative died (step father-in-law), consider
ation would still be given to an application for a personal leave, if it
were necessary for the employee to be absent three or more working days.
The "step" relationships described above are the only relationships
to which this "either-or" option will apply.
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(Cl) The Employer will grant an employee a reasonable amount of
excused time off from work due to the death of fellow employees,
upon request, without pay, to attend funeral.
(D) MILITARY LEAVE. Any employee, covered by the terms of this Agree
ment who is drafted or who volunteers for service in the Armed Forces of
the United States under the provisions of the "Universal Military Training
and Service Act," as amended and extended, shall be considered on a
"Certified Leave of Absence" for a period as defined in such Act.
The same provision will apply to all employee members of the National
Guard, Reserve Corps, or members of other recognized military reserve
components, if, and when they are inducted into the Armed Forces. An
employee returning from such military service, will be reinstated by the
Employer unless the Employer's circumstances have so changed as to make
it impossible to do so, to a position of like continuous service, status,
and pay as he had prior to leaving provided the employee applies for
reinstatement within ninety (90) days after being relieved from the Armed
Forces and provided:
(1) He had left a position other than a temporary position.
(2) He has completed the required period of military training
and service and he presents a certificate to such effect.
(3) He is still qualified to perform the duties of reemployment
within ninety (90) days after he is relieved of his military duties.
(E) Employees taking leaves of absence to hold full time public
office shall accumulate seniority during their term of office.
(F) Employees elected or appointed to full time union position upon
written re quest to the Employer from the President of the International
Union or the President of District 7 of the International Union shall
continue to accumulate seniority during their term of office.
(G) Employees elected to or appointed to full time office of Local
Union upon written request of the Local Union shall accumulate seniority
during their term of office.
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(H) Employees serving short term missions for the Union, such as
delegates, etc., shall accumulate seniority during such mission.
(I) JURY DUTY. An employee summoned for or serving on jury duty on a
regularly scheduled work day shall be paid the difference between his or
her regular rate of pay and the amount received for jury duty. This
differential pay is not to exceed eight (8) hours per day. An employee
reporting for jury duty and excused prior to 11:30 a.m. for the balance of
the day shall report for work without undue delay. An employee excused
after 11:30 a.m. will not be required to report to work and will be paid
as provided for herein. An employee on the night shift shall be
transferred to the first shift for the period of time coinciding with such
jury service without loss of earnings. The employee must notify the
employer of such call of jury duty promptly after receipt of notice. The
employee must present to the employer a statement of dates and hours spent
on jury duty and monies paid.
(J) PERSONAL LEAVE. Personal leaves of absence may be granted to em
ployees for compelling personal reasons, hardship cases, and extenuating
circumstances.
(K) Employees on a leave of absence to care for a sick or injured
person (immediate family) must produce a physician's statement in advance
that such is necessary or desired if advance knowledge of such a situation
exists. If such a situation exists and is of an emergency nature,
statements will be required, but may be produced later.
(L) An employee legally adopting a child shall be granted a leave of
absence to comply with applicable provisions of Tennessee adoption laws.
Such leave of absence will not exceed one (l) year. Employees will be
granted a leave of absence not to exceed one (1) year for the birth of an
employee's child.
(M) Leaves of absence for the purpose of personal convenience, home
construction, (or remodeling), house cleaning, gardening or to assist
other persons for same, etc., shall not be granted.
(N) Leaves of absence for vacation purposes shall not be granted
(vacation shall be taken in accordance with the provisions set forth in
the vacation plan). Employees may be granted a once every five (5) years
vacation trip of not less than two or more than six (6) weeks. These extra
weeks must be tied to the employee's normal vacation and notice must be
given to the personnel department 30 days in advance. The Employer will
not deny such leaves except for good and substantial reasons.
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(O) Leaves of absence shall not be granted for the purpose of
securing other employment. Employees on leave found to be in other
employment, without notifying the Employer, shall be considered as a
voluntary quit.
(P) Employees who wilfully misrepresent facts to obtain a leave of
absence shall be subject to disciplinary action including discharge.
(Q) Employees returning from leaves shall be returned to the job
classification and shift they held at the start of the leave. If such job
classification and shift are not available, they shall exercise their
seniority as outlined in Article 7, Section 7.05D.
(R) The employee returning from the leave of absence shall report to
the Personnel Office before proceeding to his or her job classification
and shift.
(S) An employee incurring a work injury/illness accrues a maximum of
1,000 hours in the calendar year in which the injury/illness occurs and
the calendar year in which the employee returns to work for the purpose of
vacation, compensated days and pension credit.
ARTICLE 11
PROBATIONARY PERIOD
During the first sixty (60) calendar days of continuous employment,
all new em ployees and employees hired after a break of service which terminates
their seniority under the provisions of Article 7, Section 7.08 shall be on
probation, have no seniority and may, at the Employer's sole discretion, be
terminated without recourse to the grievance or arbitration provisions and
without recall rights during such probationary period. Upon completion of the
probationary period, their seniority shall be computed as of the latest hiring
date.
ARTICLE 12
QUALIFYING FOR PREMIUM JOBS
Premium jobs (those above the lowest labor grade) require a period of
time for the employee to become qualified. Such jobs and their qualifying time
are outlined in Appendix A of this agreement for all job classifications
existing on the effective date of this agreement. Qualifying time for new job
classifications established during the term of this agreement will be negotiated
by the Employer and the Union. Successful bidders for pre-
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mium jobs shall not have their plant-wide seniority credited to such premium
jobs until they are qualified.
If the Employer finds that the successful bidder is not qualified to
perform the work during the qualifying period, the individual shall be
disqualified and removed from the job and have return rights to the job
previously held. The disqualified employee shall have a right to file a
grievance if he believes the disqualification is not warranted.
ARTICLE 13
Classifications not subject to the bid procedure:
1. Quality Control Technician
2. Machinist
3. Tool & Die Maker
Employees who believe themselves qualified for such positions may
file an ad ▇▇▇▇▇ application in the Personnel Department asking for
consideration when openings occur. Their application will be considered and
will be discussed with the appropriate ▇▇▇▇▇▇▇. Employees within the plant with
qualifications will be given the job opportunity prior to hiring new employees.
ARTICLE 14
HEALTH & SAFETY
Section 14.01. The plant must be kept in a sanitary condition. The
Employer agrees to establish safe working conditions and to comply with
applicable state and federal laws.
Section 14.02. The Employer agrees to meet once a month if necessary
or at the request of any member of the safety committee with a two employee
safety committee of the Union to discuss and take steps to correct any unsafe
working conditions. The Union will be notified when a government safety
inspector is in the plant and a union officer will accompany him. Time so spent
for the above will be paid by the Employer at the employee's regular hourly
earnings.
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Section 14.03. An employee and/or the Union may resort to the
grievance procedure should they feel a violation exists.
Section 14.04. The Employer shall designate jobs or areas where
safety glasses must be worn. The Employer shall furnish safety glasses for
employees in such jobs or areas. When an employee requires prescription glasses
he shall, at his expense, be examined by a doctor licensed to issue
prescriptions. Upon presentation to the Employer of the prescription the
Employer will furnish the employee with safety glasses in standard frames which
will conform to OSHA standards.
Section 14.05. If an employee has reason to believe that a condition
on the job creates a safety or health hazard endangering life, limb or health of
the employee, the employee's first obligation is to immediately inform his or
her supervisor of the problem. If the supervisor is not available, the employee
should contact the Employee Relations Manager. In either case, the company will
respond immediately to the problem.
Section 14.06. Employees who suffer lost time due to work related
illness/in jury will receive pay for all hours lost on day of incident.
ARTICLE 15
TIME STUDY
Section 15.01. The Union and Employer are in accord that established
time studies are necessary to price and sell a product.
Section 15.02. The time required on any job shall be on a basis of
fairness and equity consistent with quality of workmanship, efficiency of
operation, and reasonable working capacities of normal operators.
Section 15.03. In the event a rate is considered unattainable a
review of this study may be requested. In the event of a dispute regarding time
study procedure, both parties shall attempt to resolve the issue on a mutual
basis. Failing to resolve the issue on this basis, the matter shall be referred
to the grievance procedure.
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ARTICLE 16
REPORT IN/CALL IN/CALL BACK PAY
REPORT IN PAY. Employees who report to work at their regular starting
time and who were not notified prior to the end of their shift on their previous
scheduled work day not to report shall be guaranteed at least four (4) hours
work or pay at their regular earnings except in cases of a cause beyond the
employer's control.
CALL IN PAY. Employees called to work before their regular starting
time of their shift shall be guaranteed two (2) hours work or pay at one and one
half (1 1/2) times their regular earnings and will be given the opportunity to
work their full regular shift at straight time pay.
CALL BACK PAY. Any employee who has left the plant, after working
their regular shift, and who is called back and returns to work, shall be
guaranteed at least two (2) hours pay at one and one-haft (1 1/2) times their
regular earnings.
ARTICLE 17
MANAGEMENT RIGHTS
The Employer retains the sole, exclusive right to manage its
business and to direct the working force, except only to the extent that the
provisions of this Agreement specifically limit or quality this right. The
Employer's right to manage its business includes, but it is not limited to the
right to hire and direct employees, to layoff for lack of work, suspend and
discharge for just cause, to increase or decrease the work force, to determine
the product and the manufacturing processes to be employed, to make assignments
of jobs or goods to be handled, to contract out work, to establish work
schedules, to determine the length of the work day or work week for some or all
employees, to determine the classifications required as well as standards of
quality and production, to establish reasonable rules of conduct, to maintain
safety, efficiency and order at the plant, to open new units, assembly lines,
departments or operations and to terminate or close the same, and to dis-
continue or relocate all or any portion of the operations presently being
performed at the Sevierville, Tennessee, facility covered by this Agreement. The
rights of management will not be used to discriminate against any employee
because of his or her Union membership, religion, race, sex, age, national
origin or any other reason prohibited by law. However, the exercise or
non-exercise of rights retained by the Employer shall not be deemed to waive any
such right, discretion or exercise of any such right in some other way in the
future.
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ARTICLE 18
COMPENSATORY LEAVE FOR SICKNESS OR EMERGENCIES
Section 18.01. Compensated Days. Subject to the conditions specified
in Section 18.02, commencing January 1, 1989, regular full-time employees with
one (1) year or more of seniority shall be credited with a maximum of seven (7)
compensated leave days (56 hours) for absence due to illness or personal
emergencies which are earned for the previous calendar year at the rate of one
(1) day for each one and one-half (1 1/2) months on the active payroll. Regular
full time employees with less than one (1) year of seniority at the beginning of
any calendar year thereafter, shall be credited with one (1) compensated day (8
hours) for each one and one-half (1 1/2) months on the active payroll up to a
maximum of seven (7) compensated leave days. Compensated leave pay for sick ness
or personal emergencies shall be computed on the basis of eight (8) hours
straight time per day at the employee's hourly rate of pay in effect when actual
payment is made.
One and one-half months will be interpreted to mean any 6 weeks. If
an employee receives pay for any part of a week, that week will be counted
toward the one and one-half months (6 weeks). (Does not include disability
payments.) Vacation weeks will be counted toward the one and one-haft months (6
weeks).
Section 18.02. Definitions. The occasions which qualify for
compensatory leave pay as referred to in this article shall include pregnancy,
illness, accidents, or personal emergencies. Personal emergencies shall include
all circumstances of a compelling nature which requires the immediate attention
of the employee.
Section 18.03. Other Compensation - Holidays, Lay-Off and Leave of
Absence. An employee may not receive compensatory leave pay for any day or days
for which other compensation is paid as a direct or indirect result of his
employment such as, but not limited to, vacation pay, holiday pay, worker's or
unemployment compensation. An employee shall be entitled to compensatory leave
pay for the day prior to or the day following a holiday. However, a compensatory
day will not serve as to quality an employee for a holiday. Employees not
scheduled for inventory may claim a day of sick pay. Employees scheduled for
inventory and the inventory takes less than eight hours to complete may claim
and be paid for the remaining hours in two (2) hour increments. In no event
shall an employee be entitled to compensatory leave pay during a lay-off or
during an approved leave of absence.
Section 18.04. Method of Payment. Payment of earned compensatory
leave will be included in the next regular paycheck covering the payroll period
during which the
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request is submitted or verification is completed, provided, however, that in no
event will any payment be made for less than two (2) hours of earned
compensatory leave pay.
Section 18.05. Employees who have not received their maximum
compensatory leave allowance shall be paid an amount equal to their unused
compensatory leave pay entitlement on the second Friday in December of each
calendar year. If the employee elects, he may carry over no more than one (1)
day (8 hours) into the following year. An employee who is permanently laid off,
retires or whose employment or seniority is terminated shall be paid an amount
equal to their unused compensatory leave pay entitlement.
ARTICLE 19
VACATION
Section 19.01. Effective June 30, 1989, all employees employed by the
Employer under this Agreement shall comply to the following schedule for
receiving paid vacation:
1 week All Employees
2 weeks 3 years from date of hire
3 weeks 7 years from date of hire
4 weeks 12 years from date of hire
5 weeks 20 years from date of hire
Section 19.02. In order to be eligible for a vacation benefit, an
employee must have worked a minimum of 1000 hours during the period from July 1
of the previous calendar year to June 30 of the year in which the vacation is
taken. Time spent on approved leaves of absence shall be counted toward the 1000
hours minimum. All compensated time shall be counted toward the 1000 hours
minimum. Vacation pay shall be computed on the basis of 40 hours for each week
of vacation entitlement at the employee's straight time hourly rate in effect
during the week preceding the vacation, including cost of living adjustments
and shift differential, if applicable. Any employee who is prevented from work-
ing 1000 hours during the period above specified because he or she resigns or is
laid off shall be entitled to 1/12 of the employee's applicable vacation benefit
for each month worked after July 1 of the preceding calendar year computed on
the basis of the employee's straight time hourly rate in effect at the time of
resignation or lay off plus cost of living adjustment then in effect and shift
premium, if applicable. An employee on an extended leave of absence (more than
one year in duration) shall be paid no more than one year's vacation entitlement
pursuant to the provisions of this section.
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NOTE: Employees working in an upgraded job at least 50% of their
time the week preceding the vacation will be paid the higher rate of pay for the
vacation.
Section 19.03. The vacation shut down week shall be as designated
below. The employees will be encouraged to make a reasonable effort to take one
week of their vacation by June 30 of each year. This shutdown will be effective
beginning December 1992.
1992
----
Vacation 12/21/92, 12/22/92, 12/28/92,
12/29/92, 12/30/92
Holidays 12/23/92, 12/24/92, 12/25/92,
12/31/92, 1/l/93
Last Day Worked - 12/18/92 (Not Qualifying Day)
Return - 1/4/93 (Qualifying Day)
1993
----
Vacation 12/20/93, 12/21/93, 12/22/93,
12/28/93, 12/29/93
Holidays 12/23/93, 12/24/93, 12/27/93,
12/30/93, 12/31/93
Last Day Worked - 12/17/93 (Not Qualifying Day)
Return - 1/3/94 (Qualifying Day)
1994
----
Vacation 12/19/94, 12/20/94, 12/21/94,
12/27/94, 12/28/94
Holidays 12/22/94, 12/23/94, 12/26/94.
12/29/94, 12/30/94
Last Day Worked - 12/16/94 (Not Qualifying Day)
Return - 1/2/95 (Qualifying Day)
Extra weeks shall be taken at the employee's convenience with mutual
agreement between the employee and the Employer. Employees will give a 30 day
notice of the additional weeks to be used as vacation. In the event there are
more vacation requests than can be granted without affecting production, the
allocation of those who can be granted such vacation will be determined by
seniority.
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An employee who has not taken all vacation to which she/he is
entitled by August 1 of the vacation year shall schedule the remaining vacation
to which she/he is entitled within thirty (30) calendar days following August
1st of the vacation year.
Once an employee's remaining vacation has been scheduled and
approved, said vacation can only be changed thereafter if an opening exists or
is created in the number of vacation openings allocated for a particular
vacation period. In case of a cancellation of an established vacation period,
rescheduling of such cancelled vacation shall be in accordance with the
applicable contract provisions.
Employees shall not be permitted to work during their vacation
period, unless requested by the Employer.
The number of people that shall be granted vacation in any one week
will be according to the following schedule:
Amplifier Sub-Assembly & Tube &
Damping Sub Assembly 2
Assemblers (Line) 18
Assembly Material Handler & Truck
Driver 1
Back Electret 1
Cable Line Operator & Artos Operator 2
Cement Center Operator 1
Coil & Diaphragm Area & Specialized
Equipment Operator 6
Charge Machine Operator 2
Electronic Engraver Operator & Tool
Crib Storekeeper 1
Incoming & Fabrication Inspection 2
Lab Tester 2
Line Test Operator 3
Machinist 1
Mend (Relief) Operator 3
Package-Postage Meter Operator 1
Plant Custodian 1
Production Control Expediter &
Scheduler 1
Quality Control Audit Roving Inspector 1
Quality Control Technician 1
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RE 2000 Specialist 1
Stockroom Clerk (will be rotated during
this period to gain exposure to all
jobs) 2
Tool and Die Maker 1
Section 19.04. Employees whose services are terminated for any cause
shall be paid for any full or fractional vacation to which they became eligible
but did not receive prior to the termination. Vacation checks will be issued the
last work day prior to vacation.
Employees taking two (2) or more vacation weeks together shall
receive separate checks for each week. Employees will receive checks however
they request.
Vacation may be cancelled by notifying the human resource department
by the end of the work day the Friday preceding their vacation or sooner if
possible.
Section 19.05. An employee hired in the final quarter of the year
will be permitted to take his vacation after June 1 of the vacation year, but
will not be paid until the eligibility date is reached. Should the employee who
avails himself of the opportunity hereunder quit or is discharged prior to the
eligibility date, he will not receive the vacation pay to which he would
otherwise have been entitled had he continued in the employ of the Employer to
the eligibility date.
Section 19.06. Should an employee, due to circumstances beyond their
control, have need for an emergency vacation and substantiate their need to
management, the vacation may be granted.
Section 19.07. Employees will be allowed to take one week of his/her
vacation time in one or more day increments. An employee should notify his
supervisor or the company by the day preceding taking of the vacation, if
possible. Vacation pay will be included in normal week's pay check and there
will be no upgraded adjustment from previous week's earnings as normal vacation
is calculated.
An Employee upon request will receive one (1) weeks pay in lieu of
vacation. The employee should give two (2) weeks prior notice to elect this pay
option.
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ARTICLE 20
COST OF LIVING ALLOWANCE
Notation: COLA language will be the same provisions as set forth in
the 1980 contract. This language will not apply during the term of this
Agreement.
Section 20.01. Subject to the limitations set forth in Section 20.02
of this Article, hourly rates of pay shall be adjusted one (1) cent for each
0.4 (4/10) point change in the Urban Wage Earners & Clerical Workers Index
(1967=100). This plan of adjustment shall be shown as a Cost of Living
Allowance.
The Cost of Living Allowance shall be considered as part of the
hourly wage rate for all wages and benefits provided under this Agreement.
A drop in the Cost of Living index will not result in reductions in
wage rates below those rates provided for in the wage schedules attached to and
made a part of this Agreement.
The Cost of Living Allowance shall be computed and applied quarterly
and made effective the first day of the first pay period after the start of the
calendar quarters as out lined below:
lst Month of Quarter for which
Month of Index Allowance is Applicable
May October
August January
November April
February July
The base amount shall be the index figure of May 1992 and the first
allowance (if any) shall be made in October 1992.
Section 20.02. The limitation on cost of living adjustments shall be
computed in three separate annual installments, without pyramiding or carry over
of any fluctuations in the Urban Wage Earners & Clerical Workers Index as
follows:
(A) October 1, 1992 to September 30, 1993
(B) October 1, 1993 to September 30, 1994
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(C) October 1, 1994 to September 30, 1995
The total of such adjustments for the one-year period between October
1, 1992 and September 30, 1993 due to fluctuations in the CPI during the same
period of time, shall not exceed eighteen (18) cents per hour. The total of such
adjustments for the one-year period between October 1, 1993 and September 30,
1994, due to fluctuations in the CPI during the same period of time shall not
exceed eighteen (18) cents per hour. The total of such adjustments for the
one-year period between October 1, 1994, and September 30, 1995, due to
fluctuations in the CPI during the same period of time shall not exceed
eighteen (18) cents per hour.
The total of such adjustments for each one (1) year period as shown
above (A, B, C) will become permanently affixed to and part of the employees
base rates on September 30, 1993, September 30, 1994 and September 30, 1995.
ARTICLE 21
INSURANCE
The following insurance benefit plan for eligible employees will be
effective August 1, 1992, and will be continued for the duration of the
Agreement. (Note: Prior to 8-1-92, coverage will continue as per prior labor
agreement.)
BLUE CROSS/BLUE SHIELD
TENNESSEE PREFERRED PROVIDER NETWORK
Employees are encouraged to stay within the network in order to
receive higher benefits. All insurance coverage will remain same as previous
coverage except as noted.
Sevierville Comprehensive Medical Plan
Deductibles/eco-payments/maximum stop-loss.
IN NETWORK NON-NETWORK
Individual Deductible $150 $ 300
Family deductible $450 $ 900
Individual Stop-Loss (includes deductible) $400 $1,200
Family Stop-Loss (includes deductible) $800 $2,400
Co-payment required (after meeting de-
ductibles) for outpatient medical treat-
ments and services 20% 40%
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Co-payment required (after meeting de-
ductibles) for medical treatments and
services while admitted to the hospital 10% 30%
Plan pays 90% semi-private room and board -
Intensive care - charges after plan
deductible is met (Out of Network - 70%)
Exceptions to the above are:
PLAN PAYS: 90% charges radiology and pathology (x-ray and lab
inpatient and outpatient) after plan deductible is met. (Out of Network - 70%
UCR)
PLAN PAYS: 90% charges for outpatient surgery and anesthesia (no PAC
required) after plan deductible is met. (Out of Network - 70% UCR)
PLAN PAYS: 100% charges for pre-admission testing/diagnostic x-rays.
(Out of Network - 80% UCR)
PLAN PAYS: 100% charges for Second Surgical opinion. (All second
opinions are voluntary) (Out of Network - 80% UCR)
PLAN PAYS: 100% charges for home health care (limit 60 days per
calendar year and extended care facility limited to 100 days per calendar year.
(Out of Network - 80%)
PLAN PAYS: 80% Chiropractic Care. (Out of Network 60% UCR)
PLAN PAYS: 80% Newborn Nursery. (Out of Network 60%)
PLAN PAYS: 100% Mammography and Pap Test up to $110.00 per year for
Lab and Radiology. (After deductible is met, balance of charges will be paid at
90%)
$3 Prescription Drug Deductible
$6 Out of Network Prescription Drug
50/50 CO-PAYMENT MENTAL ILLNESS/DRUG TREATMENT/ALCOHOL ISM THERAPY.
After you meet the plan deductible, the plan pays 50% of the charges for
outpatient mental illness, drug treatment and alcoholism therapy charges (up to
$10,000 maximum lifetime). This 50% co-payment does not apply to your stop-loss
maximum.
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PREADMISSION CERTIFICATION AND CONTINUED STAY REVIEW. Is
required for hospital admissions. Employees are allowed 48 hours to give notice
after be ing admitted in emergency situations. Failure to obtain PAC/CSR will
result in $100 additional deductible and 30% copayment.
The above plan will initially be placed with Blue Cross Blue Shield
of Tennessee: However, the Employer reserves the right to provide similar
coverage through a health insurance carrier of its choice.
If another carrier is selected, the Union will be notified and it is
agreed that if a change is made there will not be less coverage than with the
present carrier.
SICKNESS AND ACCIDENT
Weekly sickness and accident benefits (first day accident or
hospitalization, eighth day illness) will be provided for each eligible employee
in the amount of one hundred forty ($140.00) per week the first (1) year, one
hundred fifty ($150.00) per week the second (2) year, and one hundred sixty
($160.00) per week the third (3) year for a maximum of twenty-six (26) weeks.
LIFE INSURANCE
ACCIDENTAL DEATH & DISMEMBERMENT
June 1, 1992 1st year $16,000
June 1, 1993 2nd year $17,000
June 1, 1994 3rd year $18,000
NOTE: The Life Insurance amount at age 70 will be $2,500, if still
working.
Effective September 1, 1992 a Supplemental Life Insurance Plan will
be offered.
The life, accidental death and dismemberment portions of the
insurance plan will initially be placed with the UNUM Insurance Company; the
weekly sickness and accident portion of the insurance plan will initially be
placed with the NAA. However, the Employer reserves the right to provide
similar coverage through an insurance company of its choice. If another carrier
is selected, the Union will be notified and it is agreed that if a change is
made there will not be less coverage than with the present carrier.
Employees will become eligible for the above insurance when they
have completed the probationary period as provided in Article 11 of this
Agreement.
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The Employer shall bear the full cost of the employee's portion. The
employee shall bear the cost of the dependent's coverage as follows:
One (1) Dependent: $28.00 per month
Full Family (2 or more Dependents): $59.00 per month
The above costs shall be frozen for the duration of the agreement.
ARTICLE 22
HOLIDAYS
Section 22.01. The holidays recognized under this Agreement shall be
as follows:
New Year's Day Christmas Day
Good Friday Christmas Eve Day
Memorial Day Day after Thanksgiving
Independence Day Day after Christmas
Labor Day New Year's Eve Day
Thanksgiving Day Employee's Birthday
Section 22.02. If the holiday falls on a Saturday, Friday will be
observed as a holiday. If the holiday falls on a Sunday, Monday will be observed
as the holiday.
Section 22.03. All employees shall be paid eight (8) hours regular
time for holidays not worked, providing the employee works the last four (4)
hours of the last day the factory works, prior to the holiday and works the
first four (4) hours the first day the factory works after the holiday. A
maximum of one (1) hour of tardiness is allowed on the work day following the
holiday.
Any employee working a holiday shall receive double time plus
regular holiday pay for all such time worked.
Section 22.04. Should an employee be laid off or sustain a lost time
factory in jury, be on leave for union business, or on leave, or absent for
extenuating circumstances and can provide factual substantiation for such
absence, or be hospitalized, or can provide medical substantiation indicating
the necessity for the absence of the employee or the necessity for being with a
member of their immediate family, such that he or she is unable to meet the
above requirements (day before and day after), he shall be eligible to receive
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holiday pay if he or she is entitled to pay for the time worked in the week
prior to or during the week in which the holiday falls.
In the case of an employee being absent during the qualifying hours
for holiday pay, the Company will pay in the following circumstances:
a) Employee serving as a juror
b) Employee subpoenaed to court. Must furnish a copy of the subpoena
to the Personnel Department.
c) Employee directly involved in a court case submitting proper
evidence as required by the Personnel Department. (Example - a statement
saying that it was necessary for employee to be present at such a time.)
d) Employee attending fellow employee's funeral.
The company will not pay for an employee being absent during
qualifying hours for a doctors appointment, a dentist appointment, etc. The
above reasons for not receiving pay is not an inclusive list.
Section 22.05. Should a holiday fall within an employee's vacation
period or a bereavement leave, such vacation period or leave shall be extended
by the holiday's fail ing within such period. If a holiday falls within an
employee's scheduled vacation week then that vacation week may be extended prior
to or following the vacation week by the holiday's falling within such period.
Section 22.06. Employee working in an upgraded job at least 50% of
their time during the week in which the holiday falls will be paid the higher
rate of pay for the holiday or an employee working in an upgraded job the day
before or the day after a holiday will be paid the higher rate of pay for the
holiday.
ARTICLE 23
PENSION
The Pension Plan shall meet all requirements of ERISA, and shall
become effective with the new Agreement and run concurrently therewith. The
terms of the plan are stated in the Pension Plan for the Sevierville plant,
which shall be called, "The Electro-
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Voice, Inc., Tennessee Hourly Employees Retirement Plan, dated March 1, 1977."
The principle features of the plan are as follows:
23.01. The monthly pension benefit per year of service:
Effective 6/01/92 - $12.50 per month per year of service
Effective 6/01/93 - $13.50 per month per year of service
Effective 6/01/94 - $14.50 per month per year of service
23.02. Normal retirement at age 65.
23.03. Early retirement at age 55 with actuarially reduced benefit
for each month the employee is under 65 years of age.
23.04. Permanent and total disability at any age with 10 or more
years of accredited service. If otherwise eligible, shall receive a
monthly benefit not reduced for early retirement.
23.05. Survivor option as actuarially established.
23.06. Vesting with 5 years of accredited service.
Accredited service prior to July 1, 1974, shall be based upon
seniority as defined elsewhere herein.
Accredited service following July 1, 1974, shall be based on hours
worked as follows:
(A) Any employee in the bargaining unit who works one thousand
(1000) hours during the course of a calendar year shall be credited with a
full year of accredited service for pension purposes.
(B) Any employee in the bargaining unit who works less than one
thousand (1000) hours during the course of a calendar year shall be
credited with one-tenth (1/10) year of accredited service for each one
hundred (100) hours worked during the calendar year in question.
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NOTE: Employees shall receive credit for all time spent in the
employment with the employer for pension purposes for all active employees as of
6-1-92.
ARTICLE 24
GENERAL
Section 24.01. All references to employees in this Agreement include
both sexes. Wherever the male gender is used it shall be construed to mean both
male and female employees.
Section 24.02. Each employee covered by this Agreement is
responsible at all times for having his correct address and phone number on file
at the Employer's personnel office, by completing a W-4 form. All notices to
employees to be given under the provisions of this Agreement shall be deemed to
have been properly given if mailed to the last address on file or if made by
telephone to the last number on file.
Section 24.03. The union agrees that there shall be no solicitation
of member ship, dues or other fees on the Employer's time and that there shall
be no Union activity during working hours (exclusive of breaks or lunch) on
Employer's property which shall in anyway interfere with the work of the
employees and the operation of the plant. Violators of this section shall be
subject to disciplinary action.
Section 24.04. If any employee or group of employees, feels that any
order of a supervisor is unreasonable or unjust, the employee or group of
employees affected will comply but may, if they choose, institute a grievance
over the matter.
Section 24.05. Should any portion of this Agreement be determined
through appropriate legal processes to be contrary to any State or Federal Law
that portion so found will be regarded as invalid and the balance of that
article and all other articles of this contract will continue in full force and
effect. The Union and the Employer shall have the right to negotiate the invalid
portion.
Section 24.06. Official notice of hires, rehires, bids, transfers,
rate changes, layoffs, and terminations will be made available to the Union
without undue delay. In the event of a layoff, all affected employees and the
Union will be given one (1) week advance notice of such lay-off, when possible.
Section 24.07. The employer agrees to pay the cost of printing a
sufficient sup ply of copies of this contract to make them available to all
employees.
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Section 24.08. INVENTORY. Selection of individuals to work inventory
will be by seniority from those signing the posted notice. Labor grade I
employees will be as signed first by seniority to the line/area normally worked.
If more labor grade I people than are needed on the line sign the posting, the
most senior will be utilized first and so on down the line until the requisite
number of people is reached. Additional junior labor grade I employees will be
assigned to other lines, by seniority, prior to any upgraded employees being
assigned to the lines. Upgraded employees will be assigned by seniority, to fill
any vacancies remaining after labor grade I employees have been assigned.
Section 24.09. The Employer will provide bulletin boards to be
defined in the following manner:
(A) UNION BULLETIN BOARD. The Union agrees that posted notices shall
be non controversial and copies will be furnished to the Personnel
Department prior to posting. The Union shall be furnished a key to such
board and a designated Union official shall be permitted to post such
notices. The Union bulletin board will be kept behind glass.
(B) EMPLOYEE'S BULLETIN BOARD. This board will be used exclusively
for employees in reference to advertising, swapping, trading or general
information. The Employer and the Union will be strictly prohibited from
using this board for their official matters or matters of controversy. The
employee board will remain open where it will be available to any
employees.
(C) PHONE CALL BULLETIN BOARD. Telephone calls regarding medical or
legal appointments will be given to employees without undue delay. Other
telephone calls of non-emergency nature will continue to be posted on the
employee phone call bulletin board and emergency calls will continue to be
given to the employee immediately. Calls concerning an employee's child
at school from a school official, clinic worker, or nurse will be given to
the employee immediately. Non-emergency calls will be posted at 9:50 a.m.,
11:50 a.m., 2:20 p.m. and 3:30 p.m. Any non-emergency messages which come
in after 3:30 p.m. will be given to the proper supervisor for delivery.
Should an employee receive a phone call relating to a death, the employee
will be taken to the Personnel Office to receive the phone call. Location
of the phone call bulletin board will continue to remain at the First Aid
Room entrance.
Section 24.10. EMPLOYEES CONCESSION FUND. The Employee Concession
Fund shall be administered by a committee of three (3) Bargaining Unit employees
appointed by the Union and three (3) members chosen by Management to represent
salaried non-exempt and Management employees. The committee shall select its
Chairman.
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Bargaining Unit employees shall attend meetings at no loss of pay up to a
maximum of twelve (12) hours per year. The committee shall control the fund and
its uses and provide for receiving and paying bills.
Section 24.11. WEEKLY PAY CHECKS. All employees covered by this
Agreement will be paid prior to their lunchtime on Friday of each week, provided
it does not fall on a Holiday, in which event the employees will be paid prior
to lunch time on the last work day preceding the Holiday. Employees working the
afternoon shift will be paid prior to their lunch time on Thursday.
Section 24.12. INDUSTRIAL THRIFT PLAN. The Plan currently in effect
will remain the same until otherwise agreed upon and/or changed by the Union and
the Employer.
Section 24.13. SUPERVISORS WORKING. No employee of the Employer not
within the Bargaining Unit covered by this Agreement shall perform any work of
the Bargaining Unit at any time; except in extreme emergencies or Acts of God,
provided, however, that supervisors or other management personnel may be
utilized for the purpose of instruction, of conducting a pilot run or for the
purposes of determining the cause of a high failure or reject rate. The Union
will be given advance notice of the occurrence of any of the above (except
instruction).
Section 24.14. TEMPORARY TRANSFERS. Transferring employees in ac-
cordance with lines assigned to and/or work area. Acceptable reasons for
transfer:
a) Lack of work
b) Lack of parts to finish the order
c) To perform another job, although on another line or work area,
which has been deemed by the Employer to be more urgent than the job the
employee is presently performing.
d) Employees may be transferred to fill in for an employee who is
absent or on leave.
Employees transferred for the above reasons will not, under normal
circumstances have other employees assigned to the job from which they
have been transferred.
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The employees thus transferred will be returned to their normal work
area/or job as soon as practical, normally within fifteen (15) working
days, except the time limit may be extended with the employee's consent.
The company will attempt to equalize the out-of-job transfer among
the group of affected employees.
If a line closes down and later reopens, employees will be brought
back to the line by: 1) Job Started, 2) Seniority.
PERMANENT TRANSFERS:
e) The permanent transfer of employees from one work center to
another will be by seniority beginning with the least senior. If an
opening occurs on a line from which an employee has been permanently
transferred, he shall be given an opportunity to return before other
employees are transferred to that line.
For the purposes of this Article as well as Article 9, work center
shall be defined as any area covered by one supervisor.
f) If an opening occurs on a line and all provisions of Article 24,
Section 24.14 have been complied with, a bid sheet will be posted for one
day stating the line on which the opening(s) exist(s). Employees will be
chosen by seniority from the employees who sign the bid sheet.
The Company will also apply Section 24.14 to premium classifications
permanently assigned to an assembly line.
Complete line transfer: If an entire line is being relocated to
another area in the plant which is vacant, the affected employees will
first be offered the jobs. The employee accepting the transfer will give
up their return rights to the line vacated. The remaining job openings
will be bid as per 24.14 of this Agreement.
Section 24.15. a) Any employee who has successfully bid and holds a
part time job shall be given first opportunity to a full time opening occurring
on that job. He will be offered the full time opening without further bidding.
If two or more employees hold part time bid rights, the most senior employee
will be offered the job. If the employee ▇▇ ▇▇▇▇▇▇ the full time status, he will
have relinquished all rights to that job and shall not be placed on that job
full time or part time unless he bids again through the bid procedure. A bid
must be posted in the event the part time employee declines the opening.
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NOTE: Employees who hold part time job rights will be used by
seniority to re place absent employees in the classification.
b) When an employee is cutback from a job classification and bumps
into a lower or lateral premium job, and the cutback job becomes available on a
permanent basis, the employee shall do one of the following two things:
1) Return to the job from which the employee was cutback.
2) If the employee refuses to return to the cutback job
classification, the employee withdraws all rights to that job and is
assigned to the lowest labor grade provided the person has sufficient
seniority. The only way the employee could permanently return to the
premium job would be through the bid procedure.
c) Part time employees shall accumulate job seniority for hours they
are asked to perform on the job. Such accumulated job seniority shall apply to
the rate of pay provided for in Article 25.
d) No employee may hold more than one (1) part time job
concurrently. An employee holding one part time job and successfully bidding on
an additional part time job must relinquish his rights to the part time job to
which he holds rights.
Section 24.16. An employee desiring to leave the plant during his
break period for personal reasons should punch out his clock card when leaving
and punch back in upon his return. If the leaving and returning are within the
scheduled break time, the employee will not be docked.
If the employee punches out prior to the start of the scheduled
break period and/or punches in after the end of the break period, he shall not
be compensated for such time irrespective of any reason for leaving early or
returning late.
NOTE: Employees not leaving company premises do not have to clock
out for the break periods.
Section 24.17. The Employer will give consideration to such factors
as fatigue and strain in specific jobs and will endeavor to make necessary
adjustments in its manufacturing processes to relieve such fatigue and strain.
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Section 24.18. Income tax will be withheld from S & A checks
providing the employee submits a W4S for each period of disability and the
Company's administrator of such benefits is able to withhold the taxes.
Section 24.19. Company will furnish health, life and pension
booklets to each employee. The Company will also furnish each employee updated
pension credited service time annually.
Section 24.20. Union dues, insurance premiums and other authorized
deductions will be deducted from employees vacation checks.
ARTICLE 25
WAGE PROGRESSIONS
Wage Progressions applicable during the term of this Agreement are
included in the attached schedules, Appendix B, C, D, E, F and G.
Starting rate only applies to newly hired employees. Employees
bidding from a lower labor grade into a higher labor grade would use the three
(3) months rate as their starting rate. An employee previously attaining the top
rate in any labor grade shall retain the top rate in any lateral bid. Should an
employee who has attained the top rate of a labor grade enter a lower labor
grade, he shall receive top rate in that labor grade. Employees who are in the
start or the three (3) months range shall be placed in the appropriate step of
the labor grade into which he is bumped.
Effective June 29, 1983, assembly operators will be in Labor Grade
1.
NEW HIRE RATE. $2.00 per hour reduction in starting rate for new
hires. $1.00 per hour recovery at the end of the first year and $1.00 per hour
recovery at the end of the second year. All contractual wage progressions and
increases will apply.
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APPENDIX A
The following premium jobs require a period of time to be qualified
as provided for in Article 12 of this Agreement effective June 1, 1992:
Job Title Labor Grade Time Required
------------------------------------------------------------ ----------- ---------------
Assembly Material II 5 working days
Amplifier Sub-Assembly II 20 working days
Cable Line Operator II 20 working days
Charge Machine Operator II 20 working days
Coil & Diaphragm Area II 20 working days
Drill Line Operator II 10 working days
Packager-Postage Meter Operator II 5 working days
Salvage II 5 working days
Tube and Damping Sub Assembly II 30 working days
Back Electret III 30 working days
Mend (Relief) Operator III 10 working days
Artos Operator III 20 working days
Cement Center Operator III 10 working days
Electronic Engraver III 10 working days
Line Test Operator III 20 working days
Mini-Jector Operator III 10 working days
Production Control Clerk III 20 working days
Punch Press-Trim Press Operator III 10 working days
Plant Custodian III 5 working days
Quality Control Audit Roving Inspector III 20 working days
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Job Title Labor Grade Time Required
------------------------------------------------------------ ----------- ---------------
Stock Room Clerk (will be rotated during this period to gain III 30 working days
exposure to all jobs)
Tool Crib Storekeeper III 10 working days
Truck Driver III 5 working days
Incoming & Fab. Inspector IV 60 working days
Lab Tester IV 60 working days
Lathe Set-Up Operator IV 10 working days
Polisher V 10 working days
Production Control Expediter V 20 working days
RE 2000 Specialist V 60 working days
Specialized Equipment Operator V 60 working days
Test Set-Up V 60 working days
Production Control Scheduler VI 60 working days
Quality Control Technician VIII *
Machinist X *
Tool & Die Maker XI *
----------
*Non-Biddable jobs
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APPENDIX B
Effective: June 1, 1992
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 8.65 8.75 8.85 --
II 8.75 8.90 8.97 --
III 8.91 9.03 9.12 --
IV 9.11 9.25 9.37 --
V 9.25 9.42 -- 9.67
VI 9.61 9.91 -- 10.08
VII 9.76 9.98 -- 10.21
VIII 9.98 10.26 -- 10.46
IX 10.26 10.51 -- 10.61
X 10.96 11.11 -- 11.31
XI 11.57 11.82 -- 12.07
The above table reflects an across-the-board increase of twenty-five cents
($.25).
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APPENDIX C
Effective: November 30, 1992
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 8.85 8.95 9.05 --
II 8.95 9.10 9.17 --
III 9.11 9.23 9.32 --
IV 9.31 9.45 9.57 --
V 9.45 9.62 -- 9.87
VI 9.81 10.11 -- 10.28
VII 9.96 10.18 -- 10.41
VIII 10.18 10.46 -- 10.66
IX 10.46 10.71 -- 10.81
X 11.16 11.31 -- 11.51
XI 11.77 12.02 -- 12.27
The above table reflects an across-the-board increase of twenty cents ($.20).
48
52
APPENDIX D
Effective: May 31, 1993
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 9.10 9.20 9.30 --
II 9.20 9.35 9.42 --
III 9.36 9.48 9.57 --
IV 9.56 9.70 9.82 --
V 9.70 9.87 -- 10.12
VI 10.06 10.36 -- 10.53
VII 10.21 10.43 -- 10.66
VIII 10.43 10.71 -- 10.91
IX 10.71 10.96 -- 11.06
X 11.41 11.56 -- 11.76
XI 12.02 12.27 -- 12.52
The above table reflects an across-the-board increase of twenty-five cents
($.25).
49
53
APPENDIX E
Effective: November 29, 1993
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 9.30 9.40 9.50 --
II 9.40 9.55 9.62 --
III 9.56 9.68 9.77 --
IV 9.76 9.90 10.02 --
V 9.90 10.07 -- 10.32
VI 10.26 10.56 -- 10.73
VII 10.41 10.63 -- 10.86
VIII 10.63 10.91 -- 11.11
IX 10.91 11.16 -- 11.26
X 11.61 11.76 -- 11.96
XI 12.22 12.47 -- 12.72
The above table reflects an across-the-board increase of twenty cents ($.20).
50
54
APPENDIX F
Effective: May 30, 1994
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 9.55 9.65 9.75 --
II 9.65 9.80 9.87 --
III 9.81 9.93 10.02 --
IV 10.01 10.15 10.27 --
V 10.15 10.32 -- 10.57
VI 10.51 10.81 -- 10.98
VII 10.66 10.88 -- 11.11
VIII 10.88 11.16 -- 11.36
IX 11.16 11.41 -- 11.51
X 11.86 12.01 -- 12.21
XI 12.47 12.72 -- 12.97
The above table reflects an across-the-board increase of twenty-five cents
($.25).
51
55
APPENDIX G
Effective: November 28, 1994
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 9.75 9.85 9.95 --
II 9.85 10.00 10.07 --
III 10.01 10.13 10.22 --
IV 10.21 10.35 10.47 --
V 10.35 10.52 -- 10.77
VI 10.71 11.01 -- 11.18
VII 10.86 11.08 -- 11.31
VIII 11.08 11.36 -- 11.56
IX 11.36 11.61 -- 11.71
X 12.06 12.21 -- 12.41
XI 12.67 12.92 -- 13.17
The above table reflects an across-the-board increase of twenty cents ($.20).
52
56
APPENDIX B
NEW HIRES RATES 1ST YEAR
Effective: June 1, 1992
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 6.65 6.75 6.85 --
II 6.75 6.90 6.97 --
III 6.91 7.03 7.12 --
IV 7.11 7.25 7.37 --
V 7.25 7.42 -- 7.67
VI 7.61 7.91 -- 8.08
VII 7.76 7.98 -- 8.21
VIII 7.98 8.26 -- 8.46
IX 8.26 8.51 -- 8.61
X 8.96 9.11 -- 9.31
XI 9.57 9.82 -- 10.07
53
57
APPENDIX B
NEW HIRES RATES 2ND YEAR
Effective: June 1, 1992
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 7.65 7.75 7.85 --
II 7.75 7.90 7.97 --
III 7.91 8.03 8.12 --
IV 8.11 8.25 8.37 --
V 8.25 8.42 -- 8.67
VI 8.61 8.91 -- 9.08
VII 8.76 8.98 -- 9.21
VIII 8.98 9.26 -- 9.46
IX 9.26 9.51 -- 9.61
X 9.96 10.11 -- 10.31
XI 10.57 10.82 -- 11.07
54
58
APPENDIX C
NEW HIRES RATES 1ST YEAR
Effective: November 30, 1992
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 6.85 6.95 7.05 --
II 6.95 7.10 7.17 --
III 7.11 7.23 7.32 --
IV 7.31 7.45 7.57 --
V 7.45 7.62 -- 7.87
VI 7.81 8.11 -- 8.28
VII 7.96 8.18 -- 8.41
VIII 8.18 8.46 -- 8.66
IX 8.46 8.71 -- 8.81
X 9.16 9.31 -- 9.51
XI 9.77 10.02 -- 10.27
55
59
APPENDIX C
NEW HIRES RATES 2ND YEAR
Effective: November 30, 1992
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 7.85 7.95 8.05 --
II 7.95 8.10 8.17 --
III 8.11 8.23 8.32 --
IV 8.31 8.45 8.57 --
V 8.45 8.62 -- 8.87
VI 8.81 9.11 -- 9.28
VII 8.96 9.18 -- 9.41
VIII 9.18 9.46 -- 9.66
IX 9.46 9.71 -- 9.81
X 10.16 10.31 -- 10.51
XI 10.77 11.02 -- 11.27
56
60
APPENDIX D
NEW HIRES RATES 1ST YEAR
Effective: May 31, 1993
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 7.10 7.20 7.30 --
II 7.20 7.35 7.42 --
III 7.36 7.48 7.57 --
IV 7.56 7.70 7.82 --
V 7.70 7.87 -- 8.12
VI 8.06 8.36 -- 8.53
VII 8.21 8.43 -- 8.66
VIII 8.43 8.71 -- 8.91
IX 8.71 8.96 -- 9.06
X 9.41 9.56 -- 9.76
XI 10.02 10.27 -- 10.52
57
61
APPENDIX D
NEW HIRES RATES 2ND YEAR
Effective: May 31, 1993
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 8.10 8.20 8.30 --
II 8.20 8.35 8.42 --
III 8.36 8.48 8.57 --
IV 8.56 8.70 8.82 --
V 8.70 8.87 -- 9.12
VI 9.06 9.36 -- 9.53
VII 9.21 9.43 -- 9.66
VIII 9.43 9.71 -- 9.91
IX 9.71 9.96 -- 10.06
X 10.41 10.56 -- 10.76
XI 11.02 11.27 -- 11.52
58
62
APPENDIX E
NEW HIRES RATES 1ST YEAR
Effective: November 29, 1993
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 7.30 7.40 7.50 --
II 7.40 7.55 7.62 --
III 7.56 7.68 7.77 --
IV 7.76 7.90 8.02 --
V 7.90 8.07 -- 8.32
VI 8.26 8.56 -- 8.73
VII 8.41 8.63 -- 8.86
VIII 8.63 8.91 -- 9.11
IX 8.91 9.16 -- 9.26
X 9.61 9.76 -- 9.96
XI 10.22 10.47 -- 10.72
59
63
APPENDIX E
NEW HIRES RATES 2ND YEAR
Effective: November 29, 1993
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 8.30 8.40 8.50 --
II 8.40 8.55 8.62 --
III 8.56 8.68 8.77 --
IV 8.76 8.90 9.02 --
V 8.90 9.07 -- 9.32
VI 9.26 9.56 -- 9.73
VII 9.41 9.63 -- 9.86
VIII 9.63 9.91 -- 10.11
IX 9.91 10.16 -- 10.26
X 10.61 10.76 -- 10.96
XI 11.22 11.47 -- 11.72
60
64
APPENDIX F
NEW HIRES RATES 1ST YEAR
Effective: May 30, 1994
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 7.55 7.65 7.75 --
II 7.65 7.80 7.87 --
III 7.81 7.93 8.02 --
IV 8.01 8.15 8.27 --
V 8.15 8.32 -- 8.57
VI 8.51 8.81 -- 8.98
VII 8.66 8.88 -- 9.11
VIII 8.88 9.16 -- 9.36
IX 9.16 9.41 -- 9.51
X 9.86 10.01 -- 10.21
XI 10.47 10.72 -- 10.97
61
65
APPENDIX F
NEW HIRES RATES 2ND YEAR
Effective: May 30, 1994
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 8.55 8.65 8.75 --
II 8.65 8.80 8.87 --
III 8.81 8.93 9.02 --
IV 9.01 9.15 9.27 --
V 9.15 9.32 -- 9.57
VI 9.51 9.81 -- 9.98
VII 9.66 9.88 -- 10.11
VIII 9.88 10.16 -- 10.36
IX 10.16 10.41 -- 10.51
X 10.86 11.01 -- 11.21
XI 11.47 11.72 -- 11.97
62
66
APPENDIX G
NEW HIRES RATES 1ST YEAR
Effective: November 28, 1994
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 7.75 7.85 7.95 --
II 7.85 8.00 8.07 --
III 8.01 8.13 8.22 --
IV 8.21 8.35 8.47 --
V 8.35 8.52 -- 8.77
VI 8.71 9.01 -- 9.18
VII 8.86 9.08 -- 9.31
VIII 9.08 9.36 -- 9.56
IX 9.36 9.61 -- 9.71
X 10.06 10.21 -- 10.41
XI 10.67 10.92 -- 11.17
63
67
APPENDIX G
NEW HIRES RATES 2ND YEAR
Effective: November 28, 1994
Labor Grade Start 3 mos. 6 mos. 9 mos.
----------- ----- ------ ------ ------
I 8.75 8.85 8.95 --
II 8.85 9.00 9.07 --
III 9.01 9.13 9.22 --
IV 9.21 9.35 9.47 --
V 9.35 9.52 -- 9.77
VI 9.71 10.01 -- 10.18
VII 9.86 10.08 -- 10.31
VIII 10.08 10.36 -- 10.56
IX 10.36 10.61 -- 10.71
X 11.06 11.21 -- 11.41
XI 11.67 11.92 -- 12.17
64
68
ARTICLE 26
DURATION OF AGREEMENT
Section 26.01. This Agreement shall become effective as of 12:01 a.m.
June 1, 1992, and shall remain in force and be effective until 6:00 p.m., July
10, 1995. It shall be automatically renewed from year to year hereafter, unless
notice of termination is given by either party by certified mail at least 60
days prior to 6:00 p.m. July 10, 1995, or the next annual Expiration date,
whichever is applicable.
Section 26.02. ln the event that either the Union or the Employer
shall exercise its right to terminate, conferences shall be promptly commenced
for the purpose of negotiating and executing an extension, renewal or
modification of this Agreement.
In witness whereof the parties hereto have executed this Agreement
the day and year first written above.
SIGNED FOR LOCAL 663, INTERNATIONAL
UNION OF ELECTRONIC, ELECTRICAL,
SALARIED, MACHINE AND FURNITURE
WORKERS (AFL-CIO):
________________________________________
▇▇▇▇ ▇▇▇▇▇▇▇, President
________________________________________
▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇, Chief ▇▇▇▇▇▇▇
________________________________________
▇▇▇▇ ▇▇▇, Recording Secretary
________________________________________
▇▇▇▇▇▇ ▇▇▇▇▇, Committee Person
________________________________________
▇▇▇▇ ▇▇▇▇▇, Committee Person
65
69
____________________________________________
▇▇▇▇ ▇. ▇▇▇▇▇▇, International Representative
SIGNED FOR ELECTRO-VOICE, INC., SEVIERVILLE,
TENNESSEE:
____________________________________________
▇▇▇ ▇▇▇▇▇▇, Plant Manager
____________________________________________
▇▇▇▇ ▇▇▇▇▇▇, Human Resource Manager
____________________________________________
▇▇▇▇▇ ▇▇▇▇▇▇, V.P. Manufacturing
____________________________________________
▇▇▇▇▇▇ ▇▇▇▇▇▇, Assistant Human Resource Manager
66
