Article 23

ARTICLE 23

General Provisions

Section 1. The Company shall furnish bulletin boards in conspicuous places to be used solely for the posting of the following Union notices:

(a) Union meeting notices.

(b) Union election notices and notices of the results of Union elections.

(d) Notices of Union social and recreational affairs.

No notice shall be posted unless it has been approved for posting by the signature of the proper executive of the Company.

Section 2. There shall be no distribution or posting by employees or by the Union of any notices, pamphlets or literature of any kind containing advertisements, solicitations for funds, or solicitation for votes for political candidates or parties on Company property except as otherwise provided in Section 1 above.

Section 3. The Company shall, after discussion with the Union, designate the locations on its property where the Union may station employees to distribute Union flyers, leaflets or other Union literature to employees and others. It is understood and agreed that locations so designated shall provide the Union with full opportunity to place its literature into the hands of employees coming to or leaving work; provided, however, that such locations shall be those which will not result in any impediment to employees entering or leaving the plant buildings.

Section 4.

(a) A leave of absence not exceeding ninety (90) days may be granted by the Company to an employee for good cause upon the written request of such employee. An extension of such leave may be granted by the Company upon application of the employee made not less than ten (10) days prior to the expiration of the original leave of absence. If a leave of absence is granted, the seniority of such employee shall accumulate during the period of the leave of absence.

(b) An employee who has been granted such leave of absence shall be considered as having quit without notice and shall be terminated from employment by the Company, if while on such leave of absence he engages in or applies for other employment without the consent of the Company. If an employee on such leave fails to report for work at the beginning of his first regular shift after the termination of such leave, he shall be subject to discharge.

Section 5: The Company and Union both recognize that it is sometimes necessary for employees to take leaves of absence because of family reasons. Knowing that these circumstances arise, it has been agreed that the following policies and procedures for such leave of absence apply and are in compliance with the Federal Family and Medical Leave Act of 1993, as amended, and the Connecticut Family and Medical Leave Act effective 1990, as amended. Eligible employees will be granted job protected leaves of absence for the birth or adoption of a child or the serious illness of a child, spouse, parent or employee. This policy covers eligible employees (with one year of service and 1,000 hours of work in the preceding 12 calendar months), and provides for unpaid family leave for the following reasons:

(a) birth/adoption of a child

(b) serious illness of a child, spouse, parent or employee

1. Definitions:

(a) A child is a natural, adopted, foster, stepchild or a legal ward, provided such child is under the age of 18 or 18 years of age or older and unable to care for themselves because of mental or physical disability.

(b) A parent is the biological parent, foster parent, stepparent, adoptive parent, or legal guardian of an eligible employee. This definition also includes a parent-in-law of the employee and a parent in “loco parentis.” (Parent-in-law only included under Connecticut State Law.)

(d) An employee (defined above).

(e) Serious illness is a disabling physical or mental illness, injury, impairment or condition that involves: inpatient care in a hospital, residential medical care facility, or hospice, or outpatient care requiring continuous treatment or supervision by a health care provider.

2. Procedures:

(a) Description of Family and Medical Leave of Absence

(b) Employees will be granted job protected family medical leaves of absence for the birth or adoption of a child or upon the serious illness of a child, spouse, parent or self. Family and Medical Leaves of Absence up to sixteen (16) weeks during any one (1) year period of time will not be denied by the Company upon written request by the employee. Furthermore, an employee may, upon approval of department management, extend this family leave up to twenty-six (26) weeks during any one (1) year period including sick/family illness days. When practicable, the employee will give two (2) weeks notice prior to commencement of the leave of absence. The employee will give the Company a ten (10) day notice in advance of his or her return to work date. Upon completion of such leave, the employee will be returned to the same or equivalent job at the same grade, pay and shift.

The seniority of an employee shall accumulate during an authorized leave.

No employee shall be disciplined or discriminated against because the employee has utilized the leave provision set forth above.

(d) Attendance:

The employee’s attendance record shall reflect the full period of absence resulting from a properly authorized leave.

Absences due to family leave will not be counted as absences for the purpose of determining incentive vacation or vacation pay.

(e) Insurance:

The medical, dental, life, OSLI insurance and health care reimbursement account may be continued while on Family and Medical Leave. The employee is responsible for the employee contributions, if any, to these plans. Employees may waive the continuation of their insurance benefits. If employees are required to contribute to any part of their insurance, appropriate deductions will be made when the employee returns to work.

The parties agree that if applicable laws change during the life of this Agreement, revision to the Family and Medical Leave of Absence provisions will not be implemented until the parties meet and discuss any changes.

Section 6. Nothing contained in this Agreement shall in any way limit the right of the Company to discharge any employee in order to comply with its obligations to the Government under any security agreement, under any security provisions of its Government contracts, or under any law, regulation, or direction of the Government. The Company will notify the Union prior to or immediately following such a discharge, and if permitted, will disclose to the Union the reasons or basis for its action.

Section 7. Union representatives and delegates shall be excused from work for no less than a full shift or half shift (unless otherwise agreed to), upon written application received by the Company not less than one (1) day prior to such contemplated absence to attend the following Union functions:

(a) Monthly meetings of District 26 not to exceed a total of nine (9) employee-delegates.

(b) Meetings of Shop Committee in preparation for Committee of Management meetings.

(d) National, state or regional I.A.M.A.W. conferences or conventions not to exceed fifteen (15) employee-delegates.

(e) AFL-CIO state or regional meetings or conferences not to exceed fifteen (15) employee-delegates.

(f) Annual I.A.M.A.W. school or courses [ten (10) working days maximum] not to exceed five (5) employees per course with a maximum of fifteen (15) employees per year.

(g) Local Union executive board meetings (limited to executive board members) limited to two (2) meetings per month.

(h) It is agreed that a reasonable number of employees will be excused for the express purpose of serving as tellers when elections or referendums at the International, District or Local level are held. It is understood that the Union will request excusal for as few employees as possible in consideration of the need to carry on the Company's business.

(i) It is agreed upon the request of the Directing Business Representative of District 26, or his or her designee, a total of five (5) employees, covered by the Pratt & Whitney Agreement, may each be excused for up to a total of five (5) days a year to attend political meetings.

(j) Any grievance alleging a violation of this Section shall be submitted at Step 2 of the grievance procedure.

Section 8. The Company will inform the Union of any revisions in travel and relocation expense allowances throughout the life of this Agreement and will provide the Union with a copy of the plan and revisions to the plan.

Section 9. Employees will continue to have the option to direct deposit their weekly paycheck to a bank or an institution of the employee’s choice.

Section 10. The Company agrees to meet with the Union and discuss any shift changes prior to implementation.