AGREEMENT made as of this 26th day of February 2023 by and between RAYTHEON MISSLES AND DEFENSE (“Company”), and Local Lodge No. 587 of District No.26 of the INTERNATIONAL ASSOCIATION OF MACHINISTS AND AEROSPACE WORKERS, AFL-CIO (“Union”).

ARTICLE 1—RECOGNITION AND BARGAINING UNIT

1.0   Pursuant to certification of the National Labor Relations Board dated September 13, 1965, the Company recognizes the Union as the sole and exclusive collective bargaining agent (with respect to rates of pay, wages, hours of employment and other conditions of employment) for its production and maintenance employees at the Company’s plants located at Portsmouth, Rhode Island, but excluding office clerical employees, salaried employees, engineering or technical employees, confidential and managerial employees, and supervisors as defined in the National Labor Relations Act as amended.

1.1  The words “employees” as used in this Agreement refer solely to persons employed in the unit above described. Words used in either the masculine or feminine gender shall be read and constructed so as to apply to both genders where the context so warrants.

(a)  Raytheon Company and I.A.M., Local Lodge 587, jointly affirm that sexual harassment by employees or members is not compatible with the mutual objectives of an effective and productive organization and violates the principles of non-discrimination which are strongly supported by both parties.

Raytheon Company and I.A.M., Local Lodge 587, agree that the following conduct is not to be tolerated in the workplace: unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of sexual nature which unreasonably interferes with an individual’s work, or which substantially creates a sexually hostile, intimidating, or offensive work environment, or other forms of harassment.

Both parties agree that they will make good faith efforts to insure that employees and members
comply with the Company’s and the Union’s respective rules and policies which prohibit harassment
in our workplace.

(b) It is a principle implicit in the relationships of the Company and the Union that no employee or
applicant for employment will be discriminated against because of such individual’s race, color,
religion, sex, age, national origin.

1.2 This will confirm that the Union recognizes the Company’s obligations under Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans Readjustment Assistance Act of 1974, and pledges its full cooperation in assisting the Company to fulfill these obligations provided that in such cooperation it does not violate the terms and conditions of the Collective Bargaining Agreement.

1.3  The Company will not interfere with, restrain or coerce the employees covered by this Agreement because of membership in, or activity on behalf of the Union. The Company will not discriminate in respect to hire, tenure of employment or any term or condition of employment against any employee covered by this Agreement because of membership in, or activity on behalf of, the Union.

1.4  In their institutional relationships, the Company and the Union pledge themselves: 

(a)  To abide by all procedures agreed upon.

(b)  To give each other fullest cooperation to the end that harmonious relations may be maintained in the interest of both Company and Union.

(c)  On the part of the Union to discipline any Union representative, and on the part of the Company to discipline any foreman or other of its representatives, who shall conduct themselves in such manner as to bring upon the Union or the Company, respectively, the proper reproach of the other that has violated any of the terms of the Agreement.

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ARTICLE 2—COVERAGE

2.0 The provisions of this Agreement shall be binding upon the Company and its successors and assigns, and all of the terms and obligations herein contained shall not be affected or changed in any respect by the consolidation, merger, sale, transfer or assignment by the Company of any or all of its property, or affected or changed in any respect by any change in the legal status, ownership, or management of the Company.

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ARTICLE 3—MANAGEMENT RIGHTS

3.0 The management of the plant and direction of the working force is vested exclusively in the Company except as otherwise expressly, specifically, and directly provided in this Agreement. Subject to the foregoing, this includes but is not limited to, the following: The right to plan, direct and control the business methods, and operations of the plant; the right to hire, promote, transfer or lay off employees and lawfully and for just and proper cause to demote, discipline, suspend or discharge employees; the right to determine the hours, schedules, assignments and standards or performance for work; the right to change, relocate, abandon or discontinue any production, services, methods or facilities; the right to introduce new, improved, or changed materials or facilities and to subcontract, purchase or otherwise acquire or utilize materials and services from any source.

3.1 In the event that customer commitments or production requirements are materially impaired by circumstances or events beyond the control of the Company, the parties agree to sit down and discuss options, which may include supplementing work, to limit customer impacts

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ARTICLE 4—UNION SECURITY

4.0 After sixty (60) days from their date of hire, all employees shall be required as a condition of their employment to acquire and thereafter maintain membership in the Union; provided, that this obligation shall not apply (1) to any employee to whom membership has been denied or whose membership has been terminated by the Union for reasons other than his failure to make tender of,  or his failure to make payment of, initiation fees, periodic dues and reinstatement of fees, uniformly required of members as a condition of acquiring and maintaining membership; (2) to any employee to whom membership in the Union is not available upon the same terms and conditions generally applicable to other members.

 4.1 The Union shall promptly supply to the Company’s Director of Labor Relations proof of any dues delinquency seven (7) days before cancellation of membership to any member of the Union and, if the Union shall thereafter request the discharge of any employee under the provisions of Section 4.0 above, the Union hereby agrees to indemnify and hold the Company harmless for any erroneous or unlawful discharge caused under this Article.

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ARTICLE 5—CHECKOFF

5.0  Upon receipt of a signed authorization of an employee, the Company shall deduct from the employee’s paychecks the initiation fee, dues and reinstatement fee payable by him to the Union during the period provided for in said authorization, so long as he is employed in the unit.

5.1 

(a) Deduction shall be made on account of initiation fees or reinstatement from the first paycheck of the employee after receipt of the authorization from which it is practicable to make such deductions provided that no deduction for initiation or reinstatement fee in excess of twenty ($20.00) dollars shall be made from any one paycheck.

(b) Deductions shall be made weekly on account of Union dues.

5.2  The remittance of each deduction provided for in Section 5.1 shall be mailed between the 7th and 14th day of each month to the Secretary–Treasurer of the Union. The Company shall furnish the Secretary–Treasurer of the Union, monthly, with a record of those employees for whom deductions have been made and the amount of deductions. 

5.3 The authorizations for initiation fees, weekly dues, and reinstatement fees, shall be as follows:

(Initiation Fee or Reinstatement Fee)

Name _______________________________________________________________________

Clock No. ___________________________________________ Dept. ______________

(Please Print)

I hereby authorize and direct Raytheon Company to deduct from wages due me on the first payday hereafter my initiation fee (or reinstatement fee) as lawfully established in the bylaws of Lodge No. 587 of District 26 of the International Association of Machinists and Aerospace Workers, and to pay the same to said Lodge.

Signature ___________________________________________________

(Weekly Dues)

I hereby authorize Raytheon Company to deduct, each week, from my wages, dues as determined by the membership of Aquidneck Lodge No. 587 in accordance with its bylaws and the constitution of the International Association of Machinists and Aerospace Workers, AFL–CIO. The sums thus to be deducted are hereby assigned, by me to Lodge No. 587 of the International Association of Machinists and Aerospace Workers, AFL–CIO, and are to be remitted by the Company to the Secretary–Treasurer of the Union.

I submit this authorization and assignment with the understanding that it will be effective and irrevocable for a period of one (1) year from this date or up to the termination date of the current collective bargaining agreement between Raytheon Company and Lodge No. 587 of the International Association of Machinists and Aerospace Workers, AFL–CIO, whichever occurs sooner.

This authorization and assignment shall continue in full force and effect for yearly periods beyond the irrevocable period set forth above and each subsequent yearly period shall be similarly irrevocable unless revoked by me within fifteen (15) days after any irrevocable period hereof. Such revocation shall be affected by written notice to the Company and the Union within such fifteen (15) day period.

Signature ___________________________________________________

5.4 The Union agrees that it will indemnify and save the Company harmless by reason of any erroneous deduction of such fees and dues and that it will refund promptly any such dues found to have been erroneously or improperly deducted.

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ARTICLE 6—HOURS OF WORK

6.0  The workday shall consist of twenty–four (24) consecutive hours beginning with the time that the employee is scheduled to start work. Whenever the expression “consecutive hours of work” appears in this Agreement, it shall mean consecutive hours of work except for unpaid meal periods. The workweek shall consist of seven (7) consecutive twenty–four (24) hour periods beginning with the start of the work schedule. The work schedule shall consist of forty (40) hours of five (5) eight–hour days, normally Monday to Friday, inclusive. The regular day, or first, work shift shall consist of eight (8) hours between 7:00 A.M. and 5:00 P.M.

6.1 The Company may establish a new regular work schedule or shift only after having notified the Union at least five (5) working days in advance and after having taken into consideration the convenience of the employees involved and, to the extent circumstances permit, having made an effort to distribute the hours of work so as not to result in unreasonably long or irregular days of work. In the event the Company establishes a new regular work schedule or shift without regard to the foregoing, the Union may invoke the grievance procedure.

6.3 The Company will give consideration to employees with serious personal problems who request some accommodation during the employee's normal shift. This will be done on a case by case basis.

Ground Rules:
(a) Examples of serious personal problems are: child/family care, transportation, or doctor's
appointment.
(b) Requests have to be consistent with the efficient operation of the cost center.
(c) Requests must be temporary in nature.
(d) Education needs will be considered
(e) Requests are to be approved in advance.
(f) Flex time should not result in a change of shift.

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ARTICLE 7—OVERTIME

7.0  Time and one-half shall be paid in each of the following instances, and each instance shall not be dependent upon any other instance:

(a)    For all work performed in excess of eight (8) hours and up to and including twelve (12) hours in any one workday.

(b)    For all work performed in excess of forty (40) hours in any one workweek.

7.1  Double time shall be paid in each or any of the following instances, and each instance shall not be dependent on any other instance:

(a)   For all work performed on the Sunday workday.

(b)   For all work performed in excess of eight (8) hours on the Saturday workday.

(c)   For all work performed in excess of twelve (12) hours in any one workday.

(d)   For all work performed on any of the paid holidays spelled out in Article 13, and for all work
performed in excess of 8 (eight) hours on any Rhode Island holidays (Victory Day, Columbus Day
and Veteran's Day).

(e)  When an employee is on vacation and "called in" to work, they are paid double time for the first
day of that period. Should they work a second day, that is paid at the regular rate applicable at that time.
For example, if an employee is called and asked to come to work during vacation, on what would
otherwise be a regular workday, they are paid double time for that day. Should they work the
next day, they would be paid straight time if that day would otherwise have been a regular
scheduled workday. They will be paid time and a half if that day were Saturday, and double time
if it were Sunday.

7.2   There shall be no duplication or pyramiding of overtime payments and time worked shall not include unpaid lunch periods. In any workweek in which the Company is required by law to pay overtime rates, it shall have discharged its obligation for such workweek by paying at the rates provided herein so long as the minimum requirements of the law are met.

7.3   Employees shall not be required to take time off to offset overtime worked or to be worked; the Company may require employees to work reasonable hours of overtime.

7.4 Overtime shall be distributed by shift as equitably as practicable to employees capable of performing the work in the classification and department or overtime center in which the overtime is worked. New overtime lists shall be established on each January 1. Overtime hours offered and not worked for any reason shall be counted as overtime worked for the purpose of this Section provided that overtime notice is given:

(a)   During the first five (5) hours of a shift when the overtime is for the same day.

(b)   Between 12:01 A.M. on the preceding Thursday and the end of the first five (5) hours of the first shift on the preceding Friday, if the overtime is for Saturday or Sunday, or a holiday falling on a Monday.

(c)   On the day before a paid holiday, if the overtime is for a holiday which does not fall in conjunction with a Saturday or Sunday.

(d)   Between the preceding Wednesday at 12:01 A.M. and to the end of the first five (5) hours of the first shift on the preceding Thursday, if a holiday falls on a Friday in conjunction with the weekend for all overtime work to be performed on Friday, Saturday or Sunday. (If Thursday and Friday are holidays the notice shall be moved back an additional day.)  

(e) For employees with early start times the first six (6) hours of a shift will be the notification period in steps a through d.

Weekend overtime will be distributed where practicable regardless of shift and without the application of Article 9 when the purpose of call-back is the equitable distribution of overtime between shifts.

7.5  A record of overtime hours accepted or rejected by each employee shall be maintained on the basis of paid hours, not worked hours. Overtime will be charged as follows:

(a)   All overtime offered and worked is charged.

(b)   All overtime offered and refused in an employee’s sequence is charged.

(c)   All overtime offered and refused in a different sequence is not charged.

(d)   An employee who has accepted and agreed to work overtime and fails to report for such overtime assignment will be charged twice the number of paid overtime hours which he agreed to work. This does not limit the Company’s right to discipline for absenteeism.

(e)   An employee who is called at home and chooses not to work will not be charged.

(f)   Employees will be charged for overtime refused due to military duty.

(g)    Employees with Monday and/or Friday vacations are available for weekend overtime but will not be charged for refusal of overtime on that weekend.

(h)    Employees transferring into a new overtime center and employees returning from LOA or Layoff who have not worked in the overtime center during the current year, will assume the average number of hours offered in the center.

(i)   Employees returning from layoff and LOA who have worked in the overtime center during the year will add the average number of hours offered during their absence to their prior total, not to exceed the employee with the highest number of hours offered.

(j)  In order to promote and track equitable distribution of overtime, two overtime centers (Logistics and Operations) within the same classification were created to alleviate difficulties in labor/cost center charging.
Employees classified as 08-1769 Production Specialists who are transferred to work in a different overtime center within the classification will be averaged into the new overtime center if the assignment exceeds two weeks. During the initial two week period however, the employee will remain in their original overtime center, and may work overtime in the new center only after all permanent employees have been offered overtime.
When employees return to their previous overtime center, the average number of hours offered during their transfer period will be added to their prior overtime total, not to exceed the employee with the highest number of hours offered.

7.6   Each foreman, department or section manager having direct supervision of bargaining unit employees will be responsible for arranging accurate recording of overtime hours. Supervisors shall also determine that proper overtime charges are made on a daily basis and shall include new hires, rehires, transfers, etc. A copy of such record will include each employee’s seniority date and shall be given to the steward on a weekly basis and posted in the work area. On a daily basis, supervision will notify the steward of overtime requirements. Overtime records will be kept for a period of six (6) months after the close of the preceding overtime year.

7.7  An employee transferring into a new overtime center will assume the average of overtime hours worked in that overtime center.

7.8  An employee who has accepted and agreed to work overtime and fails to report for work shall be charged twice the number of paid overtime hours which he had agreed to work. An employee who is called at home and chooses not to return to work will not be charged.

7.9  No employee shall be charged for overtime refused if the refusal is caused by military leave of absence.

7.10 Newly hired probationary employees will not be allowed to share in overtime during the normal workweek until all regular employees in the overtime center on the shift and who were not absent on the day overtime is offered have been offered the overtime opportunity. Newly hired employees will assume the average of overtime hours, or hours worked, whichever is greater, charged in their respective overtime center upon completion of their probationary period.

The Company agrees to use a spread of 20 hours between the employee with the highest amount of overtime and the employee with the least amount of overtime in the classification in the overtime center as a guideline in assigning overtime. The Company and the Union Shop Committee will meet on May 1 and September 1, or the earliest convenient date thereafter, to review the distribution of overtime opportunities in each overtime center in question and cause steps to be taken to correct in subsequent months those situations where the spread of overtime opportunity was found to be unreasonable under all the circumstances.

No employee will be asked for overtime if the employee hours are greater than 35 hours higher than the lowest employee in their overtime classification.

There will be one (1) yearly overtime period beginning on January 1 and ending on the last scheduled work day prior to the Christmas holiday break. Any overtime opportunities offered during the Christmas holiday period will be made based on seniority and will not be averaged into the yearly record.

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ARTICLE 8--REPORTING TIME

8.0 Except in cases of fire, flood, storm or similar circumstances beyond the Company’s control or except for disciplinary reasons, when an employee so assigned reports for work at a regularly scheduled shift or scheduled overtime shift without having been previously notified not to report, they shall be given at least four (4) hours work within his classification or, if necessary, in a lower classification at his regular rate of pay, or if no such work is available, they shall be given four (4) hours pay at their rate applicable to the hours he would otherwise have worked.

8.1  For purpose of the foregoing section, an employee shall be considered to have been requested to report on their regular shift unless: an authorized Company representative notifies them to the contrary by personal conversation, telephone or text message delivered to them personally or to their last known address as shown by Company records, or the Company causes or attempts to cause radio announcements to be made of work cancellation due to fire, flood, storm or similar circumstances beyond the Company’s control. The Company will utilize electronic and other appropriate media to provide advance notice of a plant closure through the existing emergency management system.

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ARTICLE 9*—CALL-BACK TIME

9.0 Where an employee has worked on a given workday and at the Company’s request returns to work more than two (2) hours before the normal starting time of their regular shift on the following workday, they shall be paid at the overtime rate applicable thereto as though working continuously from the end of their regular shift, and be guaranteed at least four (4) hours of work or four (4) hours’ pay at such applicable rate.
Such overtime rate shall continue in effect only during that part of their scheduled shift on the following workday as is included in the guaranteed four–hour period. If the employee has worked more than eight (8) hours before their regular shift, they shall continue to receive such overtime rate if they are specifically and personally requested by a Supervisor to continue working into such shift, or if they are assigned to a type of work which they know or reasonably ought to know should not leave untended without express approval of supervision and they are neither relieved by another employee nor excused by supervision.

9.1 When an employee is notified on the fifth day of their workweek after the end of their work shift includingthe overtime portion thereof, or is notified on the sixth day to report for previously unscheduled work on the sixth day of the same workweek they will be paid for all work performed on such sixth day at the appropriate two (2) times their regular straight–time hourly rate.

9.2 When an employee is specifically called-in two (2) hours or less before the start of their scheduled shift,they will be paid double-time for all hours worked. 

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ARTICLE 10—PROBATIONARY PERIOD

10.0 All new employees of the Company shall be deemed probationary employees for the first one hundred and twenty (120) days of their employment and such employees may be dismissed during said period for any reason. After one hundred and twenty (120) days, probationary employees shall become regular employees and shall receive seniority dating from their first date of employment.

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ARTICLE 11—WAGES AND CLASSIFICATIONS

11.0  The wage rates, which shall be effective during the term of this Agreement, are set forth in Appendix “A” annexed hereto and made a part hereof which shall include progression steps, occupational titles; paid rates and labor grades are derived from the Company’s Job Evaluation System dated April 1, 1966.

11.1  The Company shall provide the Business Representative and the President copies of all bargaining unit job classification descriptions and evaluations and extra copies as requested in a reasonable quantity.

11.2  Employees shall be classified in the appropriate job classification description within their applicable seniority group sequence as identified in Appendix “B”.

11.3  A Job Classification Description is defined as a written analysis showing the highlights of the job and the evaluation that serves to identify the work performed by employees so classified and indicate the level of skill, effort, responsibility and job conditions that, considered singly and in relation to each other, have determined the labor grade of the job, but which may omit related and/or similar duties which normally are a part of the job, but may have little or no effect on the labor grade.

11.4  Descriptions of additional or new or changed job classifications will be prepared by the Company and copies furnished the Union, the Union retaining the right within ten (10) workdays or after an employee has been classified thereunder and is performing the work of such description, to make the ratings subject to the grievance and arbitration provisions of the Agreement beginning at Step 2 of the grievance procedure.

11.5  The Company will review any job classification the Union claims has changed to the degree that such change could result in an up grading of the labor grade rating, and will notify the Union of its decision within ten (10) workdays from the date that the review was requested, the Union retaining the right to make the labor grade rating subject to the grievance and arbitration provisions of the Agreement provided any such grievance is filed within ten (10) days after the Company has notified the Union of its decision. Said request for a review shall be made by the Union. Any upgrading made as a result of such review will be effective as of the date such request was made in writing on a form supplied by the Company for such purposes.

11.6  In any instance where the labor grade rating for a job classification has been lowered, employees actively classified in such job classifications will continue to receive the former rate as a personal rate, for as long as said employees holds said job classification. Such personalized rate shall continue in effect for the duration of this agreement, after which time, if the employee has not been promoted or transferred, they shall be paid the proper maximum rate of the appropriate occupational title.

11.7  An employee claiming that they are improperly classified will have the right to have their classification reviewed. The Company will notify the Union within fifteen (15) workdays from the date the review was requested. Following this, should there be a dispute, the Union may submit the dispute to the grievance and arbitration provisions of this Agreement beginning at Step 2 of the grievance procedure. Such claims shall be made on forms supplied by the Company and shall set forth the reasons for the request.

11.8

(a) Notwithstanding the other provisions of this Agreement, temporary transfers from one occupational title to another in the same, higher, or lower labor grade may be made for a period not to exceed six (6) workweeks, which may be extended by mutual agreement. No employee shall have his rate reduced if he is temporarily transferred. When an employee is temporarily transferred to another job title, periods of temporary transfer five (5) days or over will be recorded and such periods will be credited for progression pay purposes in the job title in which the temporary work assignment is performed.

(b) In the case of such temporary transfers to a higher labor grade, qualified senior employees in the occupational title shall first be requested to accept such transfers. If senior employees refuse such assignment, junior employees may be assigned. However, if a temporary transfer is made, at the request of the Company, to an occupational title in a higher labor grade, the employee so transferred shall be paid while on such assignment as if they had been promoted.

(c)   Except where production schedules would be adversely affected, temporary transfers to the same or lower labor grade shall be made on a voluntary basis or by assignment of a junior employee.

(d)  If a temporary transfer is expected to be of more than one (1) day’s duration, the Union will be notified by the Labor Relations Office. A record of such transactions will be maintained in the Labor Relations Office and a copy will be given to the Union.

(e)  If employees are, by mutual agreement, temporarily transferred beyond three (3) weeks to another occupational title, and if there are employees on recall to that occupational title, the employees having recall rights at the time of the extension will have their recall rights increased on a one for one basis by six (6) months.

11.9

(a) Group Leader. When the Company deems it necessary it may assign an employee to a group leader position. They shall receive a premium of ten percent (10%) of the maximum rate of their occupational title.

(b)   When a Group Leader position within a classification becomes open, the Company agrees to post notice of the opening for a period of three (3) work days.

(c)  An employee who is assigned fifty percent (50%) or more of their time to instruct shall receive a premium of five percent (5%) of the maximum rate for their occupational title as long as they remain in such position.

(d)   When an employee is promoted to an instructor, the supervisor will immediately notify the Union President

(e)    Promotions to group leader and instructor positions in a classification, regardless of shift, shall be based upon ability and qualifications in accordance with Company standards, which standards shall be applied reasonably and consistently within the group. When ability and qualifications of two or more employees are, upon such application of standards, relatively equal, seniority shall prevail.

11.10   The assignment of an employee to work out of their job classification, if their own classification is higher than that of the work assigned, shall not furnish a basis for a claim by other employees performing the lower work to such higher classification.

11.11

(a) New hires will enter a progression with the range between the present minimums and the second year maximums of the agreement. Such employees will receive progression increases each twenty-six (26) weeks in an amount equal to one-sixth of the rate range but not above the maximums.

(b)   Eligibility periods for automatic increases will be computed from the Monday of the week hired if hired on Monday, Tuesday or Wednesday or the following Monday if hired on Thursday or Friday.

(c)   Time toward automatic increases will continue to be credited every twenty-six (26) weeks if the employee is not at the occupational title maximum while the employee is absent under the following circumstances:

(1)  Time spent on jury duty

(2)  Time spent on annual two-week military reserve duty.

(3)  Time lost because of industrial accidents.

(4)   Time lost due to employee’s vacation period.

(5)  Absence during a twenty-six (26) week period if the absence period was for two weeks or less.

(d) In circumstances other than above, absence will delay the automatic progression date by the total number of days absent. If, at the time of layoff or leave of absence an employee needs less than thirty (30) additional days credit towards a total of twenty–six (26) weeks for automatic progression, the new rate will be made effective the day the employee returns to work and the remainder of thirty (30) days will be credited as accumulated time towards the next automatic progression period which will commence with the day the employee returns.

11.12   Upon being upgraded to an occupational title with a higher maximum rate, an employee will receive on the nearest Monday an increase of ten (10) percent or the minimum of the new occupational title, whichever is higher. The effective date of upgrade commences the 4 step twenty- six (26) week automatic progression period.  

11.13

(a) When an employee is downgraded at their request or due to inability, their rate on the new job will be determined as follows:

(i)   If they held the job before, their rate will be the rate they were receiving at the time they left the job.

(ii)   If they satisfactorily held higher jobs in the same sequence, their rate will be maximum rate on the job.

(iii)  If they had not occupied the job or been in the same sequence in a higher rated job, their rate will be the step in the lower rated job that corresponds to the steps they occupied in the higher rated job.

(b)  If an employee is downgraded due to layoff, their rate will be reduced to the maximum rate of the new occupational title or left at the present rate, whichever is less. If the new rate is below the maximum, time accumulated towards an automatic progression in the previous classification will be credited towards automatic progression in the new occupational title.

(c)   If an employee is downgraded to an occupational title previously held, their rate will be at the former position or step in the rate range.

11.14  Upon being transferred to an occupational title in the same labor grade, an employee’s wage rate will remain the same and time accumulated toward automatic progression in the previous occupational title will be credited towards automatic progression in the new occupational title.

11.15  Within the period of recall as provided in Section 18.19 if:

(a)  an employee is reinstated to the same occupational title or another occupational title in the same labor grade and seniority sequence, their rate is to remain in the same position or step in the rate range as when they ceased active employment with time accumulated in the previous occupational title credited toward the next progression increase, or

 (b) an employee is reinstated to an occupational title in a lower paid labor grade in the same seniority sequence, their rate shall be the maximum of the rate range or the same as when active employment ceased, whichever is less, with time accumulated in the previous occupational title credited toward the next progression increase, or

(c) an employee is reinstated to an occupational title in a different seniority grouping than when active employment ceased, their rate shall be determined as for a new hire, or

(d)  general increases occurring while an employee is on lay off will be reflected in the employee’s base rate at the time of reinstatement and will not affect the eligibility date of the next progression increase.

11.16 General increases granted by the Company will not affect the eligibility dates or amounts of automatic progression increases.

11.17 An employee who is receiving a personal rate in accordance with the provisions of Section 11.6 shall not be eligible for further automatic progression.

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ARTICLE 12—SHIFT DIFFERENTIAL

12.0 Employees regularly assigned on the second, or evening shift or on the third or night shift shall be paid at the regular straight time hourly rate plus the appropriate shift differential set forth by labor grade and shift in Appendix "A" which is attached hereto and made part hereof.

12.1 Any regularly scheduled shift which starts after 3:00 P.M. shall be considered as the second, or evening shift. Any regularly scheduled shift which starts after 11:00 P.M. shall be considered as the third or night shift.

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 ARTICLE 13—HOLIDAYS

 13.0    During this contract, the following shall be paid holidays for employees with the Company.

13.1 At the Company’s option, any of the above holidays which falls on a Saturday shall be observed on the previous Friday and any which fall on a Sunday shall be observed on the following Monday.

(a) Employees who have declared their veteran status and wish to observe the Veteran’s Day holiday will be allowed to do so as an excused day from work using PTO/ vacation or excused, unpaid. In addition, the Martin Luther King Jr. holiday will be considered an excused, unpaid day if an employee so chooses.

13.2 No employee shall be paid holiday pay for any holiday if they fail to report and work all of their scheduled hours on their workdays immediately preceding and following such holiday unless they are excused by reason of personal illness, injury incurred in the course of their employment, death in his immediate family, or reason considered equivalent thereto by the Labor Relations Manager. In the case of personal illness or injury, the Company may require medical evidence satisfactory to the Company. No claim under this section shall be allowed unless submitted by the employee within fourteen (14) calendar days after their return to work.

13.3 The Company shall not be required to pay holiday pay to an employee for any holiday on which they have agreed to work if they fail, without being excused, to work the scheduled number of hours.

13.4 For the purpose of this Article, a holiday shall be deemed to commence with respect to any regularly scheduled shift, at the regular starting time of such shift after 12:00 A.M. on the holiday and shall end twenty-four (24) hours thereafter.

13.5 If a holiday falls within an employee’s vacation period, such employee shall be entitled to holiday pay as well as vacation pay.

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ARTICLE 14—VACATIONS

14.0 Each employee who is in the active employ of the Company (that is, either actually working, on vacation, or on an excused absence of not more than two (2) weeks as of the last day of vacation in which this Agreement is in effect, and who on that date has met the following conditions) year shall be entitled, except as otherwise provided herein, to a vacation with pay for that vacation year in accordance with the following schedule:

*Effective as of the vacation years commencing on or after August 1,1994 for employees hired before 3-1-99, Employees hired after 3-1-99 are covered by the Paid Time Off (PTO) Policy GP&P 000000112-RP  in effect on the date of this agreement.

Vacation Chart

Seniority as of end of Prior Vacation Year	Vacation Entitlement Accrual During Vacation Year
Less than 5 years	1 day for each month worked to a maximum of 10 days
5 years, but less than 12 years	1.5 days for each month worked to a maximum of 15 days
12 years, but less than 20 years	2 days for each month worked to a  maximum of 20 days
20 years or more	2.5 days for each month worked to a maximum of 25 days

 

(a)   “Vacation Year” shall mean a period of 12 consecutive months commencing on August 1 and continuing to the next July 31.

(b)   “Earned Vacation” shall mean that entitlement earned in a vacation year which remains to an employee’s credit after July 31. Such entitlement is to be taken by the end of the pay period that includes August 31 of the following year at the discretion of the company. (Up to 5 unused days at the end of one year can be carried to the following year.)

(c)   “Accrued Vacation” shall mean that entitlement accruing to an employee’s credit during the current vacation year.

(d)   Employee’s vacation pay shall be computed on the basis of their straight–time hourly rate in effect on the day before that vacation.

14.1 An employee who at the start of the vacation year is on leave of absence or laid off (and not on the active payroll) shall upon request, receive in lieu of vacation, accrued vacation pay in accordance with Section 14.0. Their vacation pay shall be computed at their regular straight–time rate in effect upon the day on which their leave of absence or layoff commenced. Nothing in this article shall preclude an employee returning from a leave of absence or layoff during the current vacation year being granted time off without pay up to their vacation eligibility at a time mutually agreeable to the company, the union, and the employee.

14.2 Employees who return from military leave of absence during the vacation year shall receive such vacation credit as is required by the provisions of the Uniformed Services Employment and Reemployment Rights Act (USERRA). RP-HR-GBS-012.

14.3 Employees released to the Armed Forces and on military leave of absence, other than those serving an annual training period, shall receive such vacation pay at the time such leave of absence begins and other employees on leave of absence shall receive such vacation pay as soon as reasonably possible after the start of the vacation year.

14.4(a) In computing any employee’s vacation eligibility for purposes of Article 14, any month in the vacation year during which he was on the active payroll, on excused absence, or on the first two (2) weeks of a leave of absence, for the scheduled workdays, occurring in sixteen (16) consecutive calendar days shall be considered as a full month’s work except that the sixteen (16) days need not be consecutive if they have been interrupted by layoff.

(b)    Employees laid off and not on the active payroll shall receive such vacation pay on or about the tenth (10th) day following the vacation year.

14.5 An employee on leave of absence at the beginning of the vacation year on account of an injury incurred in the course of their employment shall receive such vacation with pay as they would have been entitled to had they not been on such leave of absence after they has passed the customary Company tests to determine whether they are fit to return to work. If the employee elects to take the time off, the timing of such vacation shall be suited to the convenience of the employee unless business reasons make such timing impracticable, in which case the Company may designate the vacation period.

14.6 Employees who retire under the retirement provisions of the Pension Plan for Hourly Employees shall be entitled to receive accrued and earned vacation in accordance with Section 14.0 during the vacation year, which vacation pay shall be paid them as soon as practicable after their retirement.

14.7 The legal beneficiary of an employee who dies during the vacation year shall be paid the employee’s accrued and earned vacation in accordance with Section 14.0.

14.8 Vacations of up to two (2) weeks shall be compulsory. For vacations extending beyond two (2) weeks, the company will, after agreement of the company, the union, and the employee pay to an employee the amount of vacation pay in excess of up to three (3) weeks, to which they are thereto entitled without granting them a vacation. If all parties are not in agreement then the employee must take the vacation.

14.9 If a paid holiday falls in an employee’s vacation period, the employee’s vacation period can be extended.

14.10 Employees whose regular schedule (exclusive of overtime) consists of less than thirty (30) hours per week shall receive vacation pay on the following basis:

(No. hours in regular weekly schedule) / 40 x  
(Appropriate pay specified in Section 14.0) = Vacation Pay

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ARTICLE 15—DEATH IN THE IMMEDIATE FAMILY

15.0  An employee shall be compensated for time lost from work at their straight time hourly rate:

(a)    Not exceeding three (3) days because of the death of of any of the covered relationships per the Company plan as outlined in the RP-HR-COM-009. The three (3) days shall normally be limited to three (3) successive days, including the day of the funeral. The time off with pay may be taken at a later date to conduct business immediately associated with the death if the employee offers evidence satisfactory to the company to support the need for the absence. Pay shall be granted only for these days of absence which fall within the employee's regular work schedule. 

(b)When an employee needs to take an additional two (2) days bereavement in the same work week (Monday- Friday), it will be considered unpaid and excused provided the bereavement leave had been previously approved.

15.1   The verification of death and relationship shall be made to the satisfaction of the Company.

15.2       Such days shall be considered days worked for the computation of weekly overtime.

ARTICLE 16—ABSENCE AND LEAVE OF ABSENCE

16.1   Excused absences may not be granted for more than two (2) weeks. In the event the original request for an excused absence covers a period of less than two (2) weeks and the employee subsequently finds that further excused leave is required, another request should be made as above. An absence extending beyond two (2) weeks is excusable only on the basis of a leave of absence.

16.2 After completion of the probationary period, and upon approval of the Company Medical Department, an employee upon application shall be granted a leave of absence without pay for a period of up to twelve (12) months because of personal illness or disability. An employee upon application shall be granted a
leave of absence of up to ninety (90) days, renewable for an additional thirty (30) days, because of illness in the employee’s immediate family. The Company may require medical evidence of the need for granting such leaves of absence or continuing them at any time. Paternal leaves shall be granted to employees
(other than an employee on maternity leave of absence) with at least three (3) months continuous service at the time of application for such leave. Said leave shall commence immediately after the birth date or date of adoption of the employee’s child and shall not extend for a period of more than twelve (12) months.
Maternity leaves shall be granted to employees with at least three (3) months continuous service at the time of application for said leave. Said leave shall commence at a date determined by the employee and their doctor subject to the approval of the Company’s medical department and shall not extend for a period
of more than twelve (12) months. Leaves of absence for personal reasons shall be granted at the discretion of the Company.

16.3 The President shall receive a copy of each approved leave of absence form.

16.4  At the termination of a leave of absence, the employee, upon application, will be returned to their former position, if available, and may displace a more junior employee. Seniority shall continue to accumulate during a leave of absence in accordance with the following table:             

16.5 An employee who becomes a fulltime Local, District or International Representative of the Union shall be given a leave of absence without pay for so long as they serve in such office and may return to his former position at any time without loss of seniority rights and with accumulated seniority for the time spent on such leave.

16.6 Leave of Absence Policy - Applicable to LOA’s commencing after March 7, 2009.

Employees in the bargaining unit will be subject to the language of the Corporate Medical Leave of Absence Policy in effect at the time of leave, inclusive of the sections cited below that reads as follows:

a)    A MLOA may be granted in accordance with this policy when an employee has a Disability by reason of personal illness, injury, pregnancy, occupational injury or illness, or other medical-related cause.

b)   The maximum length of a MLOA is 24 months. For purposes of calculating maximum length, any employee on MLOA for more than 24 consecutive months will be administratively terminated.

c) Employees who are on a MLOA will continue to pay the employee portion of the medical and dental insurance premiums at the active employee rate for the duration of the leave. If the employee returns to work within 90 days, the employee portion of medical and dental premiums will be collected in arrears when the employee returns to full duty in accordance with state law regarding payroll deduction. If the leave is for more than 90 days, the employee will receive direct billing for the medical and dental premiums owed.

d)    As stated in the Company’s Paid Time Off (PTO) Policy, Article 7.8, “As long as the insurer approves their claim, when they return to work, employees may buy back all or a portion of the PTO hours used…..” Many of our senior employees have sick/vacation. This Agreement allows them to similarly buy back all or a portion of time used for an approved claim. This must be done within thirty (30) days of their return to work, or by December 31st, whichever comes first.

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ARTICLE 17—MILITARY AND PEACE CORPS SERVICE

 17.0     If an employee enters into any branch of the Armed Forces or enters the Peace Corps of the United States, they shall continue to accumulate seniority with the Company during their absence to the extent provided by the appropriate Federal statute as may be applicable to them, and shall be entitled to exercise such seniority rights upon release from service provided that they shall apply and qualify for reemployment by the Company in accordance with the terms of the applicable law. With respect to employees who return from the Peace Corps, this provision shall apply only if they return within thirty (30) days after the expiration of one two-year enlistment.

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ARTICLE XVIII—SENIORITY

18.0 For purposes of this Article, seniority represents the time each present employee commenced continuous, active service with the Company at plants recognized as the bargaining unit in Article I.

18.1 The Company shall prepare and maintain lists of its employees according to their seniority dates as required by this Agreement, which lists shall be divided into occupational sequences of occupational titles and shall furnish initial copies thereof to the Union. The Company shall keep such lists up to date, and permit the President to inspect them from time to time on request. The rights of employees under this Article shall be determined in accordance with their relative positions on the appropriate seniority list and other provisions of this Article.   

The union president or designee will be notified in writing by plant management or Labor Relations of ech job posting, shift change, recall, new hire, or lay-off prior to implementation. In addition, the President will be notified of each recall refusal or change to an employee's recall designation.

When a recall or promotion occurs, a Recall/Promotion slip will be signed by the employee and witnessed by both parties in order to document the action being taken.

18.2 Any employee who is injured while on duty shall continue to accumulate seniority during their absence due to such injury, and shall be reinstated, if eligible, in accordance with the provisions of Article 16.6 (b) and Article 18.15 (f), upon recovery, in their former occupational title with full seniority rights, provided they are physically and mentally qualified to do the work, and provided that their job has not been abolished in the meantime. If, by reason of the circumstances noted above, such employee cannot be reinstated in their old occupational title, as is available to them, giving them full consideration to their seniority, and for which they are qualified by reason of fitness and ability, and if the new occupational title has a lower maximum wage rate, they will be paid the maximum rate applicable to the new occupational title.

18.3 An employee laid off and not in the active employ of the Company shall accumulate seniority during their recall period.

18.4 A person transferred by the Company out of the bargaining unit on or after April 1, 1967 shall lose all of their seniority under this collective bargaining agreement unless they return to active employment in the bargaining unit within thirty (30) days after such transfer. An employee who has lost their seniority hereunder and who is later transferred to the bargaining unit shall be considered as a new hire except for purposes of vacation and holiday pay eligibility and credited service under the provisions of the Pension Plan for Hourly Employees.

18.5 Notwithstanding the other provisions of this Agreement, each regular member of the Shop Committee, the Local Union President, Vice President, Financial Secretary and Recording Secretary shall, for purposes of layoff during their official elected tenure of office, be considered the most senior employee in their occupational title, and if there is no work available under their occupational title, they shall exercise their displacement rights. During their term of office, each steward shall, for purposes of layoff and remaining on their shift, be considered the most senior employee in their occupational title except for any member of the Shop Committee or above named Local Union Officer who may be in the same title. Upon relinquishment of their office, each of the aforesaid persons shall revert to the position on the seniority list to which their seniority entitles them, and shall be laid off if necessary to permit the recall of an employee with greater seniority who was laid off while such person held office. Members of the Shop Committee and above named Local Union Officers shall have preference for assignment to the first shift. 

A steward’s super seniority over other members more senior should only apply if the layoff would results in the steward being displaced from his area of representation.

(a)        quit employment, or

(b)        is discharged or released for cause, or

(c)        has been laid off and their recall rights have expired, or

(d)        fails to return upon the expiration of a leave of absence, or

(e)        engages in other work without consent of the Company and the Union while on leave of absence, or

(f)         without notice or proper excuse, are absent all of the days they were scheduled to work within a period of seven (7) calendar days commencing with the first day of each absence; but the foregoing shall not be construed as limiting the Company’s right to discharge for excessive absenteeism, orgoing shall not be construed as limiting the Company’s right to discharge for excessive absenteeism, or

(g)        upon being notified of recall, they fail to comply with the provisions of paragraphs 18 and 20 hereof, or

(h)        retires.

18.7 For all purposes under this Agreement, an employee whose seniority has ceased as above and who is rehired shall be regarded as a new employee.

18.8 The occupational titles referred to in this Agreement are those set forth in Appendix “B” and such others as may be added during the term of this Agreement in the manner provided herein. The term “Occupational Sequences” means the groupings of related occupational titles.

18.9 The Company shall assign new or changed occupational titles into the occupational sequences and the Union may protest such assignments within fifteen (15) workdays after such assignments have been made. Such protests will be processed from Step 2 of the grievance procedure.

18.10  

The “Trial Period” applies to a length of time which has been established for each occupational title not to exceed one year. An employee who has been reclassified into a job not previously held, shall not be credited with full seniority for the purpose of establishing recall rights in their new occupational title until they have completed the trial period. They may exercise seniority rights in their new occupational title against and employee who has less seniority. Their seniority shall otherwise continue to accumulate during such trial
period. The trial periods shall be as follows:

Length of Service

Maximum Duration of Pay Continuance

1. PRODUCTION

2. TEST  

3. MACHINE SHOP

4.    MAINTENANCE TRADES

Plant Equipment Maintenance/ Repairer     

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