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by and between THE STANLEY WORKS (ACCESS TECHNOLOGIES AND HAND TOOLS) and DISTRICT 26, AND LOCAL LODGE 1433 May 13, 2006
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TABLE OF CONTENTS
Article
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AGREEMENTTHIS AGREEMENT, dated May 13, 2006, is by and between THE STANLEY WORKS, (STANLEY TOOLS AND STANLEY ACCESS TECHNOLOGIES) New Britain, Connecticut, or their successors and assigns, hereinafter called the “Company”, and LOCAL LODGE NO. 1433 of DISTRICT 26, of the International Association of Machinists and Aerospace Workers, AFL-CIO, hereinafter called the “Union”, on behalf of the employees of the Company at 600 Myrtle Street, New Britain, Connecticut and 65 Scott Swamp Road, Farmington, Connecticut, as set forth in Article 1 hereof. In the event that the Company moves any existing Division or part thereof from any of the above defined locations, to a new facility within reasonable commuting distance within the State of Connecticut and within the jurisdiction of LOCAL LODGE NO. 1433, and the majority of the bargaining unit employees at such new facility were transferred from this bargaining unit, or a majority of such employees demonstrate their desire to be represented by such Union, the Company agrees to continue to recognize the Local Lodge as the Bargaining Agency for all bargaining unit employees at the new facility and the provisions of the Collective Bargaining Agreement between the parties in effect shall continue to apply to employees at such new facility. In the event that the Company moves any existing Division or part thereof from any of the above defined locations to a new facility within the State of Connecticut but outside the jurisdiction of LOCAL LODGE NO. 1433, the Company agrees to recognize the International Association of Machinists and Aerospace Workers, AFL-CIO, as the Bargaining Agency for production and maintenance employees at the new facility upon the demonstration by the Union that the majority of such employees desire to be represented by such Union.
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PURPOSEWHEREAS, the parties
hereto desire to provide methods for a fair and peaceful adjustment of all
disputes that may arise between the Company and the Union.
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ARTICLE 1 1.1 The Company recognizes the Union as the sole and exclusive bargaining agent with respect to rates of pay, wages, hours and other conditions pertaining to employment for all of the employees of the Company but excluding executives, supervisors and all other supervisory employees with authority to hire, promote, discharge, discipline or otherwise effect changes in the status of employees or effectively recommend such action, and excluding office and clerical employees, outside truck drivers, shop engineers and technicians, draftsmen and designers, time study employees, watchmen, guards and doormen and all employees covered by agreement with Lodge 1249, International Association of Machinist and Aerospace Workers, AFL-CIO.
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ARTICLE 2 2.1 Any employee
whose working schedule is twenty-five (25) hours or less per week shall be
considered a part-time employee. This definition will not apply, however,
for employees on regular shifts which are reduced to twenty-five (25) hours
or less per week due to unfavorable business conditions.
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ARTICLE 3 3.1 The Company
agrees that there shall be no discrimination against any employee because of
his lawful activity on behalf of the Union as a member, officer or duly
authorized representative. The Union agrees that there shall be no Union
activity during working hours except that which is herein provided.
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ARTICLE 4 4.1 Upon receipt
of a signed authorization of the employee involved, the Company shall deduct
from the employee’s wages the initiation fee or reinstatement fee and dues
payable by him to the Union during the period provided for in said
authorization. Authorization for deductions received by the Human Resources
Department on or before the fifth (5th) day of the month shall
become effective during said month.
Dated..................... 20....
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............. ............................. Effective Date of Employment....................................” 4.4 The parties agree
that the following form will be utilized to make political action wage I, ..........................., ........................, hereby (Name of Employee) (Clock/Soc. Security No.) authorize and direct The Stanley Works to deduct monthly from my wages the sum of $__________ and forward this amount monthly to the Treasurer of the Machinists Non-Partisan Political League at 9000 Machinist Place, Upper Marlboro, MD, 20772-2687. I have executed this wage deduction authorization voluntarily without any coercion, duress, or intimidation and none of the monies deducted are a part of my dues or membership fees to the local union. This authorization and the making of payments to MNPL are not conditions of membership in the Union or of employment with the Company and I understand that the money will be used by MNPL to make contributions and expenditures in connection with Federal Elections.
.............................. ....................
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ARTICLE 5 5.1 The normal
work week shall be forty (40) hours, eight (8) hours per day, five (5) days
per week, Monday through Friday inclusive. 5.2 The workday shall be a
twenty-four Effective May 13, 2000, the Company foresees the possible need, and may choose to implement, continuous operations in the following areas: Fat Max Assembly, the Maximum Steel ACT II, TK, and Major Equipment areas of the Hand Tools plant, and the Diamond Series and Slide areas of the Access Technologies plant. If, during the life of this Agreement, the Company found it necessary to implement a continuously operating schedule in areas other than those listed above, it would meet with the Union for the purpose of discussing the issue, and to choose a mutually agreeable schedule to address that business need. The Company’s decision to implement a continuous operating schedule would be a material change that would enable the incumbents in the department to exercise their seniority rights. The Company shall then fill such shifts by first offering the most senior people in the affected classifications the opportunity to bid on the positions, as outlined in Article 19.4. Time and one-half shall be paid in each or any of the following instances, and each instance shall not be dependent on any other instance. all unscheduled hours
worked Double time shall be paid in any, or each, of the following instances, and each instance shall not depend on any other instance. all hours worked on the
employee’s 7th consecutive work day Holidays are paid in accordance with Article 7.5(a). Bereavement, jury duty and military leave will be paid in accordance with Article 30, Article 33 and Article 34 respectively. There shall be no pyramiding of overtime and the provisions contained in Articles 6.1(d), 6.2(a), and 6.2(e) shall not apply to employees scheduled to work such continuously operating shifts. The parties agree that benefits and other contractual privileges currently enjoyed, and not addressed in Article 5.3(a)(i) shall not be adversely impacted, by the implementation of this Article. 5.4 Any employee
who is called in before his regular starting time or is required to work
during his lunch period shall be granted the opportunity of working out his
regular scheduled hours.
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ARTICLE 6 6.1
Time and one-half shall be paid in each or any of the following instances,
and each 6.4 For purposes
of equal distribution of overtime, employees who decline to work in excess
of the regular schedule of eight (8) hours per day and forty (40) hours per
week shall be charged as though they had worked. However, employees will
not be charged for declining to work overtime in the following situations: 6.5 While
overtime work is considered to be voluntary, employees are expected to fully
cooperate in working overtime made necessary so that customers may be
supplied on schedule. When individual employees are needed to perform
overtime work, such individuals will be given twenty-four (24) hours’
advance notice whenever possible.
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ARTICLE 7 7.1 The recognized holidays shall be: A. For the
year 2006: (7 holidays) B.
For the year 2007 (11 holidays) C. For the
year 2008: (12 holidays) D. For the
year 2009: (11 holidays) E. For the
year 2010 (3 holidays): 7.2
Recognized holidays not worked shall be paid for on the following basis, and
employees shall be eligible for holiday pay provided: 7.4 Employees on sick leave who have worked any time in the ninety (90) days immediately prior to the holiday or the thirty (30) days immediately following the holiday and who otherwise qualify, will be eligible for holiday pay. This holiday pay will not be subject to the normal weekly deduction for insurance premiums 7.5 (a) Holiday pay for each employee shall be the employee’s regular hourly rate of pay as of the week in which the holiday occurs times the average number of hours actually worked in the regular work days during the week in which the holiday occurs or the prior week, whichever is greater. Holiday pay shall not be less than eight (8) hours except where the parties have agreed to a lesser daily schedule. (b) An employee on vacation or furlough the week proceeding a full Christmas Holiday week (Monday through Friday) will have his hours based on the average number of hours actually worked in the regular work days of the second week proceeding such holiday week. 7.6 An employee, eligible for holiday pay, who accepts work on such holiday and fails to report and perform the holiday assignment, will be charged with his holiday schedule on the departmental overtime distribution list. 7.7 An employee who works on a recognized holiday shall be paid double time for all hours worked and shall in addition receive idle holiday pay provided for in 7.5 above, without regard to provisos (a), (b), (c) and (d) and 7.2 above. 7.8 Holiday pay for second and third shift employees shall include their night work bonus.
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ARTICLE 8 8.1 (a) Effective May 13, 2006, the Company agrees to a general wage increase of forty-five (45¢) per hour to be added to all wage rates on Exhibit “A” Wage Schedule. (b) Effective May 13, 2007, the Company agrees to a general wage increase of thirty cents (30¢) per hour to be added to all wage rates on Exhibit “A” Wage Schedule. (c) Effective May 13, 2008, the Company agrees to a general wage increase of thirty cents (30¢) per hour to be added to all wage rates on Exhibit “A” Wage Schedule. (d) Effective May 13, 2008, the Company agrees to a general wage increase of forty cents (40¢) per hour to be added to all wage rates on Exhibit “A” Wage Schedule. Any employee whose pay is higher than the above published wage rate scale due to having their pay red-circled will not receive any of the above-referenced wage increases until their wage rate falls below the published wage rate. Any employee whose rate falls below will receive the applicable rate increase as scheduled above, provided their rate cannot exceed the published wage rate. Any employee whose pay is higher than the published wage rate scale due to having their pay red circled will receive an increase in accordance with the following:
(e)
Effective May 13,
2007,
the Company agrees to a general wage increase of twenty-five
cents (25¢). 8.2 It is recognized and agreed that formulation, administration and operation of the job rate system are the function and responsibility solely of management. Management will continue to set job rates for all occupations of employees covered by this Agreement, subject to the term of this Agreement. 8.3 The minimum rate for all new employees shall not be less than the lowest rate according to the Wage Schedule marked Exhibit “A”. The minimum rates shall not prevent any qualified employee from receiving a higher rate. 8.4 All jobs done by employees covered by this Agreement which are identical in character and requirements shall be subject to rates within the same labor grade. 8.5 (a) The minimum and maximum rates of pay for each Job Rate Range are set forth in Exhibit “A” Wage Schedule. Employees shall be paid not less than the minimum rate of the labor grade of the job to which they are assigned. Employees in labor grades 11 through 20 shall automatically progress from the minimum rate to the maximum step of the labor grade in which their job is classified in accordance with the following schedules: 1. Labor Grades 11, 12, 13 and 14
Minimum to 2nd Step -- 1 month 2. Labor Grades 15, 16 and 17
Minimum to 2nd Step -- 2 months 3. Labor Grades 18, 19 and 20
Minimum to 2nd Step -- 3 months 4. In each of the above schedules, the employee progresses to the next higher step in his labor grade after the completion of the number of months of active employment on such step as set forth above. (b) Time spent in one labor grade shall not be counted as time spent in a higher labor grade, but time spent in a higher labor grade shall be counted as time spent in a lower labor grade for purposes of this Section. However, nothing in this Section shall prevent an employee on the basis of demonstrated performance from advancing to the next higher step in the rate range sooner than the above specified periods of time. (c) Periods of absence due to layoff, extended illness, or leave of absence shall not be included in the computation of time spent in a labor grade. However, intermittent absences shall not be deducted from time spent in a labor grade. (d) Employees will be eligible to automatically progress to the next higher progression step in each Rate Range or Labor Grade on the basis of the time specified in the appropriate Progression Schedule. 8.6
Employees currently receiving a red circle ASTHE rate above the maximum of
their rate range will retain such red circle ASTHE rate, provided they
continue to work in the classification, department and division which they
held at the time the red circle ASTHE rate was granted. Such employees
shall retain their red circle ASTHE rate following a one time bid to a
higher labor grade job, or a bump to any job, provided such job is within
their division and is a measured job. If the employee bids or bumps again
or is recalled from a job in which he carried his red circle ASTHE rate he
shall be paid the appropriate rate of the new job.
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ARTICLE 9 9.1 Present jobs
have been graded into ten (10) labor grades on the basis of their
relationship to each other as indicated by the job descriptions agreed to
and initialed by the parties and Job Evaluation Plan in effect. All present
jobs (except those in grievance as of the signing of this Agreement) shall
remain in their present labor grades unless, subsequent to this Agreement, a
change in job content occurs. Such cases shall be corrected as provided for
in this Article. The Job Evaluation Plan now in operation, as modified,
shall be continued during the term of this Agreement.
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ARTICLE 10 10.1 An employee
who because of disability is unable to perform the essential functions of
his assigned job to advantage, with or without accommodation, shall be given
such other work as is available and the employee is able to perform, at a
rate per hour commensurate with the services performed.
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ARTICLE 11 11.1 Employees
assigned to a second or third shift as set forth in Exhibit C and who are
scheduled to work the majority of their hours during the week on such second
or third shift will be paid ten percent (10%) night work bonus on total
earnings for all hours worked during such week.
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ARTICLE 12 12.1 In the event
an employee reports for work on his regular shift without having been
previously notified not to report, he shall be given at least four (4)
hours’ work, or if no work is available, he shall be given four (4) hours’
pay. The four (4) hours’ pay shall be at his hourly rate. An employee
affected as above may be assigned to other work which he is qualified to
perform and shall be paid for the actual hours worked at his hourly rate or
at his average straight time hourly earnings. An employee’s refusal to
carry out such an assignment relieves the Company of any responsibility of
paying him more than for the actual number of hours worked. If the employee
is offered work and voluntarily continues beyond the four (4) hours, his
rate of pay will remain unchanged as above.
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ARTICLE 13 13.1 (a) The
vacation period each year shall be between Memorial Day and Labor Day,
except when in the discretion of the Company this plan cannot be prudently
carried out. Vacation pay will be paid during the week prior to the
vacation.
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ARTICLE 14 14.1 Provision is
made for Leaves of Absence, without pay and without loss of seniority, after
application in writing by the employee and under the following conditions:
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ARTICLE 15 15.1 The Company
agrees that no employee shall be discharged or disciplined without good and
sufficient cause. In case of a dispute between the Company and the Union
concerning the existence of good and sufficient cause, such dispute shall be
adjusted in accordance with the grievance and arbitration provisions of this
Agreement.
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ARTICLE 16 16.1 A temporary
transfer is defined as a transfer to replace an employee who is absent for
any reason, or to avoid a temporary layoff of employees, or to meet
production requirements. Such temporary transfer is one other than the
employee’s work assignments within their job number in their department.
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ARTICLE 17 17.1 It is agreed that each department covered by this Agreement shall be provided with at least one special bulletin board, which the Union and its members shall have the exclusive privilege of using, provided bulletin boards are used only for notices of Union recreational and social events, and notices of Union meetings, appointments, elections, results thereof and other official Union business.
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ARTICLE 18 18.1 The Company shall continue to make reasonable provisions for the safety and health of its employees during the hours of their employment in accordance with the practices now prevailing and in accordance with the rulings of the Department of Labor and Factory Inspection of the State of Connecticut and applicable Federal Safety Law. 18.2 The Company shall notify the Chairman of the Union Committee of all industrial lost time accidents which occur in the plant. 18.3 Employees participating in departmental or divisional safety programs or in plant inspection by a Federal Safety Inspector under the provisions of the Federal Occupational Safety and Health Act will be paid their average straight time earnings for such participation during their scheduled hours of work. 18.4 Proper safety devices shall be provided by the Company for all employees working on hazardous or unsanitary work. The Union and the Company shall ensure that each employee uses and maintains such devices in a safe and healthful condition. The Company will furnish and instruct in proper usage of protective apparel, equipment and devices to all employees required to work with acids, chemicals, or other harmful physical agents considered to be injurious to the employees’ safety and health. Determination of what is safe and proper shall rest solely with the Company and shall be in compliance with State and Federal Safety Regulations. 18.5 The Company will reimburse employees who have completed their probationary periods are who are required to wear required personal protective equipment up to a maximum total of $320 for such equipment through the life of this Agreement. Employees may use all or part of this amount any time during the life of the Agreement; however, once an employee reaches the $320 limit any time during the life of this Agreement, he or she is not eligible for any other reimbursements.
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ARTICLE 19 19.1 Definition and Application A. 1. New employees and those hired after a break in service with the Company shall be regarded as probationary employees for a period of two (2) months. During such period the employee’s retention shall be at the discretion of the Company and upon completion of the probationary period the employee’s seniority shall be credited from the date of his employment or re-employment. In individual cases, the probationary period may be extended by prior mutual agreement of the Shop Chairman and Human Resource Manager of such defined period of time as they consider appropriate. Written confirmation of such extension will be given to the employee, his Supervisor, and the Shop Chairman, and a copy will be retained by the Human Resource Manager. 2. Seniority is defined as an employee’s total length of continuous service with the Company in the Bargaining Unit since the most recent date of hire. In the event of transfer from one department to another, the employee’s seniority will become immediately applicable in the new department. Employees who transfer into the Bargaining Unit from Lodge 1249 after May 10, 1968, shall be credited with their total Bargaining Unit seniority. B. 1. Employees transferring out of the Unit during the term of this Agreement will retain seniority for thirty (30) days from the date of leaving the Unit at which time such retained seniority shall terminate. C. Seniority shall be lost for the following reasons: 1. When an employee
voluntarily quits. D. The following Union representatives who are employees shall have top seniority during their terms of office in any cases of layoff in their departments provided that to be eligible for such top seniority the employee must have at least one (1) year of seniority at the time of layoff: President Shop Grievance Committee Members Department Stewards E. If a department is permanently discontinued or completely merged into another department the following procedures shall apply: (1) Any employee whose job is transferred to such other department will be transferred with his job. (2) Any employee whose work is discontinued shall exercise his seniority rights in accordance with Section 19.2, commencing with paragraph A.1. F. The Company shall prepare and maintain, subject to examination and correction by the Union, a seniority list by departments. The Company agrees to furnish the Union three (3) times a year a copy of the departmental seniority list indicating each employee’s name, clock number, classification, department, rate of pay and date of seniority. Such listing will be furnished on February 15th, June 15th and October 15th of each year. In addition, the Company will continue to provide the Union employee data as before. G. The Company will not combine two (2) or more departmental seniority lists until it has advised in writing the Chairman of the Shop Committee its reasons for doing so, attaching to such correspondence current seniority lists of the affected departments. The parties will then meet to discuss the proposed integration and to resolve any seniority problems which arise. The seniority lists will be combined only on agreement of the Union. H. Exceptions to the provisions of this Article may be made by mutual agreement between the Company and the Union. 19.2 Layoff A. The least senior employee of the classification on the shift to be reduced in the department will be removed from the classification. Such employee and any employee subsequently displaced by this procedure may: 1) fill an open job in any division, or; 2) displace the least senior employee in any classification in his department on his or any shift which he is capable of satisfactorily performing at the time (in this event the employee leaving such classification will be the least senior employee in that classification on that shift), or; 3) displace the least senior employee in any classification in the division on his or any shift which he is capable of satisfactorily performing at the time (in this event the employee leaving such classification will be the least senior employee in that classification on that shift), or; 4) displace the least senior employee of any job classification in the bargaining unit on his or any shift which he is capable of satisfactorily performing at the time, or; 5) take a layoff. B. An employee who has bumped will be given up to five (5) working days or such other reasonable period, shorter or longer, that may be agreed upon between the Shop Chairman and/or Committeeman and the Supervisor to demonstrate that the employee can do the work of the job. It is understood that adequate and competent instruction to familiarize the employee with the job will be available during the first such day as the employee requests it. An employee who has at least twenty-five years of service at the time of a bump will be given up to fifteen (15) working days or such other reasonable period, shorter or longer, which may be agreed upon between the Shop Chairman and/or Committeeman and the Supervisor to demonstrate that the employee can do the work of the job. It is understood that adequate and competent instruction to familiarize the employee with the job will be available during the first such ten (10) days as the employee requests it. An employee who fails, following a bump, to demonstrate that he can satisfactorily perform the work of the job will be laid off and will not be permitted to bump into that classification in that department for a period of twelve (12) months following his disqualification. C. The Company shall give one (1) week’s notice in advance of any layoff to employees affected or up to one (1) week’s pay in lieu of such notice. The Company shall afford any employee impacted up to 48 hours’ notice in which the employees may consider the options available to them. If, after one week, the bumping process is still continuing, the Company may furlough the employee who is then considering his or her alternatives until such time as all bumping is complete. When all bumping is complete and the new job assignments are established, the Company will, where applicable, return any employees from furlough and place them in their new jobs, along with any other employees who have bumped to other positions. In such case, the Company shall then immediately layoff any employees still at work who are finally affected. Under these circumstances the Company shall provide the Union with a copy of a departmental seniority roster. The supervisor of the departments involved together with the Department Steward or Committeeman will contact and advise employees affected of their rights under this Agreement. D. In the event two (2) employees have the same date of seniority, the employee with the lower Social Security number shall be considered to be the more senior. E. An employee who exercises his seniority to displace an employee in another classification shall continue to be paid his rate of pay except that if his rate is higher than the maximum rate of such other classification, the employee shall receive the maximum rate of such classification. In the event that the employee’s rate is lower than the maximum rate of such classification, he shall progress in accordance with the progression provisions of the wage article. F. An employee who may be required to change shifts in his department for any reason, or who is in a job when the method of payment for the job is changed, may elect to exercise his seniority in accordance with Article 19.2 rather than transfer to such other shift, or remain in such job. G. The President and shop grievance committee members shall have shift preference any time. 19.3 Recall A. When a job opening exists on any shift employees already working in the department and classification where the opening exists along with those who may have been laid off or displaced from such department and classification will be given first opportunity to fill the open job, in order of seniority, before any new employee is hired for the job opening. Employees laid off from the Plant will comprise a pool from which employees will be recalled to any open job in the Bargaining Unit in order of seniority and ability to perform such job in accordance with the provisions of this Article 19. B. Recall-Layoff from Plant 1. The right of seniority in recall shall be accorded to laid off employees before new employees are hired provided such laid off employee shall respond to a call to report to work not more than five (5) working days after receipt of notice which has been sent to him by certified mail, return receipt requested, to his last known post office address. If such employee fails to report within seven (7) calendar days after receipt of notice, he shall lose all rights of seniority unless: (a) He is temporarily incapacitated and is thereby prevented from responding, and submits proof thereof to the Company as soon as capable of responding in which case he shall be deemed to have continued on layoff; or (b) He is employed elsewhere and reports within fifteen (15) calendar days from receipt of such notice, in which case he must, within five (5) working days from receipt of such notice, also have notified the Company in writing of his intention to report. (c) In either of such cases, the Company shall have the right to investigate. 2. Copies of all notices of layoff and recall from layoff shall be given to the Shop Chairman and the divisional Committeeman of the department affected by the layoff. 3. Seniority rights of a laid off employee will continue to accumulate while he is on layoff in accordance with Section 19.3, B. 4. It is the responsibility of a laid off employee to keep the Division informed in writing of any change in his address. 5. An employee who is laid off from the Plant for lack of work shall not lose his seniority but shall continue to accrue seniority and shall have recall for a period of time equal to his service at the time of layoff up to a maximum of three (3) years. 6. An employee may elect to remain on layoff from the Plant rather than accept recall to another job classification. However, if an employee refuses recall to any job other than the one from which he was laid off, his seniority will not be affected but he will be offered further recall only to those jobs which the employee indicates he is willing to accept recall to. If the employee refuses recall to the original job and shift from which he was laid off, he will lose his seniority rights. C. Displaced Employees 1. An employee who takes an open job or who bumps in lieu of being laid off or an employee recalled to a department other than the department from which he was laid off shall be returned to his original department when work becomes available in accordance with these seniority provisions unless mutually agreed otherwise by the employee and the Company and the Union will be notified of the decision. 2. In the event of recall to the department from which an employee has been displaced, such a displaced employee may elect to remain on the job to which he bumped or to return to his former job. If the employee has not been recalled to such former job within the time limits of Section 19.3, B.5, or if he refuses to return to his former job, he shall lose further recall rights to such job. 3. If, within one (1) calendar year from the date that an employee is transferred from his department and shift because of lack of work, there is a change in the seniority status of an employee in the same classification in such department and shift due to loss of super seniority as a President, Chairman, Committeeman or Steward, such transferred employee will have the option of returning to his original department and shift, or remaining in the new department if he is more senior than the employee whose seniority status changed. If the transferee elects to return to his original department and shift the least senior employee in the same classification in such department and shift at that time who can perform the work of the new department at that time will be transferred to replace him in such new department. 19.4 Posting and Bidding Procedures - Labor Grades 14 and Above A. The Company and the Union recognize that employees have the right to advance, move laterally, or down to more desirable jobs in accordance with their seniority and qualifications. B. All job openings and new jobs in Labor Grade 14 and above shall be posted on Union bulletin boards for three (3) working days. Such posting shall specify the number of jobs to be filled, shift, location of the job, labor grade, rate range and any other pertinent information about the job. C. All bids must be made within the three (3) working days’ posting and shall be signed by the employee. Once posted the job must be filled except that such opening may be withdrawn for justifiable reasons upon prior notification to the Union. D. In filling the job, the Company shall select the most senior bidder for all jobs falling within labor grades 11 through 15. In filling all jobs above labor grade 15, the Company shall select the senior bidder who is qualified to perform the job at the time in accordance with the following order: First: To employees in the classification in the department in which the job is located; if there is no qualified bidder in the classification in the department, then Second: To employees in the department in which the job is located; if there is no qualified bidder in the department, then Third: to employees in the division in which the job is located; if there is no qualified bidder in the division, then Fourth: to employees anywhere in the Bargaining Unit. If there are no qualified bidders from the Bargaining Unit, the Company may obtain a qualified employee from any source. E. The Company will announce its selection, or the fact that no one has been selected, on the bulletin board in the departments from which bids were received together with the successful bidder’s seniority date within five (5) working days after the posting. If other than the most senior bidder is selected, the more senior bidders in sequence of posting to the bidder selected will be notified in writing by the Company why they were not selected as qualified bidders. The successful bidder will assume the bid job opening upon the obtaining of a qualified replacement for him on his job. It is the intent of the parties that the successful bidder be moved as quickly as possible to the bid opening but in no event later than fifteen (15) working days following his selection. The Company and Union by mutual agreement may extend the fifteen (15) working days when the Company has difficulty or delays in recruiting or training a replacement for the bidder. Any bidder waiting more than fifteen (15) working days to move to the bid job will be paid the rate of pay of the bid job in accordance with the terms of this Section commencing with the sixteenth (16th) working day of waiting. F. In the event that the senior qualified bidder’s qualifications are in dispute, he will be given a trial period of up to one (1) working week to demonstrate that he is qualified to perform the job at the time. An employee who fails to demonstrate that he can perform the job satisfactorily within the trial period shall be returned to his former job and rate. In such event, the Company’s selection shall be awarded the job. Such Company selection shall also be entitled to a trial period. In the event the employee fails to demonstrate that he can satisfactorily perform the job, he shall be returned to his former job and rate. In such event the job shall be re-posted for bid. G. A copy of the history sheet listing all the bidders for a given job posting together with an indication of the successful bidder, if there is one, will be forwarded to the Union office. Also, the Company will notify the Union office of the name of any employee who fills a posted job opening as a trainee or new hire. H. No employee who has been informed by the Company that he is the selected bidder for a job will be entitled to bid on a lateral or lower grade job for a period of one (1) year, or on a higher grade job for a period of six (6) months, from the date of assignment to the new job. This provision will not apply to an employee when, during the trial period, the Company determines that the employee cannot satisfactorily perform the job. In addition, this provision will not apply when an employee voluntarily declines the position before the expiration of the trial period, provided such employee has not declined another position for which he was the selected bidder within the previous twelve (12) months. I. Employees selected to fill a job in a higher Labor Grade shall receive the minimum rate of such new classification or a one (1) step rate increase in pay rate above the employee’s rate, whichever is higher. From that rate the employee shall progress in rate of pay on the basis of the wage progression schedule in effect. J. Employees selected to fill a job in a lower Labor Grade shall receive their rate or the maximum rate of the new classification, whichever is lower. If their rate of pay is lower than the maximum, the employee shall progress in rate of pay on the basis of the wage progression schedule in effect. K. If at any time within a five (5) working day period after assuming a bid job, the employee decides or it becomes evident that the employee selected cannot satisfactorily perform the job, he shall be returned to his former job and rate of pay. L. In the event that there are no qualified bidders after Bargaining Unit posting and the Company is unable to obtain a qualified employee from another source, the Company, prior to hiring new employees to be trained for such job, will give preference for training to those employees who bid on the original posting and who have the necessary skills and abilities to learn the job in the order preference of the Posting and Bidding procedure of Section 19.4, D. 19.5 Job Openings -
Labor Grades 11-13 B. An employee accepting a job opening as provided above shall have the opportunity to return to his former job and rate of pay after a one (1) day trial period, or, within five (5) working days if his former job has not been claimed as a result of the bulletin board posting or recall from layoff. C. No employee who has been informed by the Company that he has been selected to move to a job will be entitled to move to a lateral or lower grade job for a period of one (1) year, or bid or move to a higher grade job for a period of six (6) months, from the date of movement to the new job unless there is no other employee in the department seeking such job. This provision will not apply to an employee when, during the trial period, the Company determines that the employee cannot satisfactorily perform the job. In addition, this provision will not apply when an employee voluntarily declines the position before the expiration of the trial period, provided such employee has not declined another position for which he was selected within the previous twelve (12) months.
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ARTICLE 20 20.1 The Company agrees to recognize the department stewards, the Shop Grievance Committeeman, and the representatives of the International Association of Machinists and Aerospace Workers as the official representatives of the Union under this Agreement. 20.2 The employees in each department covered by this Agreement on day and night shifts will be represented by one (1) employee as steward according to the schedule as agreed to by the Union and the Company. There will not be more than one (1) steward per department per shift, nor in any event more than an average of one (1) steward per fifty (50) employees in the Bargaining Unit. 20.3 For the purpose of investigating and presenting grievances as provided for in Article 21 of this Agreement there shall be a Shop Committee (who shall also serve as the Negotiating Committee) consisting of a Chairman and a Committeeman for each of the following divisions or areas in the Bargaining Unit: Access Technologies (1) and Stanley Tools (2). A Committeeman must be employed in the Division or area he represents and he must have completed at least one (1) year of seniority prior to being elected to office. The President shall be the Chairman of the Shop Grievance Committee and may visit departments other than his own during working hours to investigate or process grievances after giving notice to his supervisor. The President shall follow the procedures specified in Section 20.5 for the Divisional Committeemen. 20.4 The Union agrees that it will advise the Company in writing of the names of the department stewards and members of the Shop Grievance Committee who have been authorized to act on behalf of the Union. If and when changes are made the Union will advise the Company in writing of such changes. 20.5 Employees duly authorized to handle grievances and participate in negotiations shall be afforded the necessary time during their scheduled working hours and shall be paid their average straight time hourly earnings for such time. Such time spent will be reasonable and necessary to the investigating and processing of grievances. A Committeeman will be permitted to visit departments other than his own during working hours within the Division he represents to investigate or process grievances after giving notice to his department supervisor. In such cases the Divisional Committeeman shall make known his destination and have the time of departure noted on a written permit. Upon arrival at the department to be visited, he shall notify the supervisor’s office of his presence and the nature of his business in the department. At the time of his return to his own department, he shall again report to his supervisor, who will note the return time on the written permit. These permits shall be prepared in duplicate and copy thereof given to the Divisional Committeeman. 20.6 A Divisional Committeeman may remain in his Division after his scheduled hours or return to his Division after his scheduled hours to handle a grievance in his Division by making arrangements prior to such time with his supervisor and the supervisor of the department to be visited. In an emergency which arises after the quitting time of the Committeeman and the supervisor of his department, the Committeeman may make arrangements with the supervisor of the department to be visited. However, wherever possible such arrangements will be made as specified above. 20.7 The Company will continue to allow time off without pay for Union officers and delegates to attend seminars, conferences, training programs and other such duties and responsibilities upon written advance notification from the Union President or Shop Chairman.
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ARTICLE 21 21.1 Any difference between the Company and the Union involving the meaning or application of the provisions of this Agreement shall constitute a grievance, as well as questions of discharge of employees as set forth in Article 15 above. No action or matter shall be considered the subject of a grievance unless presented for settlement within forty-five (45) days after its occurrence has become known to Union representatives with the same period applicable to the Company in the event it desires to process a grievance. There will be no suspension of work on account of such grievance but an earnest effort shall be made to settle it immediately in the following manner: (a) Step I - The grievance shall be discussed by the aggrieved employee and the supervisor or, at the employee’s discretion, by the department steward and the supervisor. If a satisfactory settlement is not reached within one (1) working day, the grievance may be submitted in writing to the supervisor, stating specifically the nature of the grievance and the section or sections of the Agreement alleged to have been violated. The supervisor will answer the grievance in writing within two (2) working days of presentation of the written grievance. (b) Step II - If the grievance is not satisfactorily settled by the supervisor, the written grievance shall be submitted to the Divisional Manufacturing Manager within two (2) working days from the receipt of the supervisor’s written answer. The Manufacturing Manager shall meet with the department steward and/or the Divisional Committeeman within five (5) working days of the receipt of the grievance. The Manufacturing Manager will answer the grievance in writing within five (5) working days of such meeting. (c) Step III - If the grievance is not satisfactorily settled by the Manufacturing Manager, the Divisional Committeeman shall refer the grievance to the Shop Committee who shall refer the grievance to the Human Resource Manager within ten (10) working days of receipt of the Manufacturing Manager’s written answer. The written grievance shall continue to state specifically the nature of the grievance, the section or sections of the Agreement alleged to have been violated, and the remedy requested. A meeting will be scheduled promptly between the Shop Committee and the Human Resource Manager, other members of Management involved and if the Union so desires, a representative of the International Union. The Human Resource Manager will answer the grievance in writing within ten (10) working days of such meeting. 21.2 Either party to this Agreement shall be permitted to call in as witnesses employees covered by this Agreement and submit evidence at any of the above conferences or at any step in the settlement of the grievance for the purpose of substantiating the grievance. The Company will continue its practice of paying an employee called as a witness by the Union for the time he spent in a grievance meeting during his scheduled hours of work as long as the Union continues to be reasonable in its request for such witnesses. 21.3 Either party may process grievances through the grievance procedure. Grievances will normally commence at Step I, but may be submitted to Step III by agreement between the parties. 21.4 Time limits for processing and answering grievances may be extended by agreement between the parties if special conditions warrant. The same time requirements will work in reverse in the case of a grievance brought by the Company. 21.5 An accredited Grand Lodge Representative of the Union upon prior notice, whenever possible, to the Division Human Resource Department shall be admitted to the plant during working hours to investigate a grievance (or a situation which might develop into a grievance), or to assist in the adjustment of a grievance. Such visits will, as far as is reasonably possible, be at such times and carried out in such manner that will not unduly interfere with operations in the plant. 21.6 Pertinent records necessary to the settlement of a dispute will be made available.
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ARTICLE 22 22.1 If the above procedure has failed to settle a grievance as defined in Article 21 above, it shall, if requested by either party, be submitted to arbitration. (a) Within ten (10) working days from the receipt of the Step III written answer which has failed to satisfactorily adjust the controversy, the party choosing to arbitrate shall give written notice to the other party setting forth specifically the nature of the dispute to be arbitrated. (b) Within five (5) working days from receipt of such notice the other party shall acknowledge receipt of such notice of arbitration and shall also serve on the first party its statement of the matters to be arbitrated. (c) Within ten (10) working days after such notice, the parties shall select an arbitrator. If they are unable to agree on an arbitrator within said ten (10) working days, the parties will jointly request the Federal Mediation Service to submit a list of nine (9) nominees experienced in the field of the subject to be arbitrated. Upon receipt of such list, the parties shall alternately cross off the name of a nominee and the last name on the list shall be the arbitrator. 22.2 A decision of the arbitrator shall be final and binding and shall conclusively determine the subject of the arbitration for the duration of this Agreement. 22.3 The arbitrator’s fee shall be made known to the parties in advance of the hearing and together with the arbitrator’s expenses, if any, will be paid jointly and equally by the Company and the Union. 22.4 The arbitrator shall not have the authority to either modify or add to the terms of this Agreement.
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ARTICLE 23 23.1 It is agreed that any and all privileges enjoyed by the employees prior to the date of this Agreement will not be denied to them because of the signing of this Agreement.
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ARTICLE 24 24.1 The Union agrees that it will not call, authorize, sanction or support any strike, walkout, concerted refusal to work beyond the scheduled hours of a department as a means of economic pressure against the Company, or any other suspension of work or economic action against the Company during the life of this Agreement, and the Company agrees that there will be no lockout. 24.2 If any strike or other economic action against the Company, as defined in Section 24.1, takes place which is not called, authorized, or sanctioned by the Union and if in such case the Union publicly disavows such action and for a period of forty-eight (48) hours from the time the Company notifies the Union of such action uses its best efforts to induce the employees to refrain from such action, the Company agrees that it will not sue for or otherwise claim damages from the Union or its officers and agents by reason of any such strike or other violative action as defined in Section 24.1. If at the end of this forty-eight (48) hour period the employees continue to engage in such action, the Company may apply such disciplinary measures as it may determine to those employees who may be participating in any such violative action without such disciplinary action being subject to the grievance or arbitration procedure by the employees involved or the Union. Such disciplinary measures may include, but are not limited to, disciplinary layoff or discharge. 24.3 If there is a dispute between the Company and the Union as to whether the Union has made the public disavowal referred to, such dispute shall be settled by the procedure set forth in Article 21 herein. 24.4 If an employee is absent during an unauthorized strike due to illness, such employee shall not be subject to the disciplinary procedure set forth in Section 24.2. In the event of a dispute between the Company and an employee or the Union as to whether the employee was sick, such dispute shall be settled by the procedure set forth in Article 21 herein.
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ARTICLE 25 25.1 Employees shall be permitted to stop work on Company time five (5) minutes before quitting time at noon and five (5) minutes before quitting time at the end of the shift to wash-up. If in the opinion of the supervisor the work is exceptionally dirty, more time may be allowed up to ten (10) minutes.
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ARTICLE 26 26.1 It is understood and agreed to that all the rights, powers and authority exercised and held by the Company prior to the signing of this Agreement are retained by the Company, except those specifically abridged or modified by this Agreement.
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ARTICLE 27 27.1 No agreement, alteration, understanding, variation, waiver or modification of any of the terms or conditions or covenants contained herein shall be made with the Company by any employee or group of employees and in no case shall it be binding upon the parties hereto unless such agreement is made and executed in writing between the Company and the Union Negotiating Committee. 27.2 The waiver of any breach or conditions of this Agreement by either party shall not constitute a precedent in the future enforcement of all the terms and conditions herein. 27.3 It is understood and agreed that if any part of this Agreement is in conflict with mandatory Federal or State laws, such part shall be amended to conform with such law by negotiations between the parties hereto. All other provisions and terms shall remain in effect and unaffected.
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ARTICLE 28 28.1 Pension benefits for employees shall be provided according to the Pension Plan for Hourly Paid Employees and Exhibit ‘C’ of this Agreement. 28.2 Effective for employees retiring on or after June 1, 2006, the pension benefit rate shall be $32.00 per month, per year of credited service. (Please refer to your Pension Booklet for details of the Pension Plan.). The formula used to calculate an employee’s lump-sum pension is as follows:
Refer to your Pension Booklet for further information on benefit calculation. Effective June 1, 2006, the Company shall increase its contribution to the IAM Pension Plan from $0.20 to $0.30 per hour for all hours worked to a total of 2080 hours per calendar year. Effective June 1, 2007, the Company shall increase its contribution to the IAM Pension Plan from $0.30 to $0.40 per hour for all hours worked to a total of 2080 hours per calendar year. Effective June 1, 2008, the Company shall increase its contribution to the IAM Pension Plan from $0.40 to $0.45 per hour for all hours worked to a total of 2080 hours per calendar year. Effective June 1, 2009, the Company shall increase its contribution to the IAM Pension Plan from $0.45 to $0.50 per hour for all hours worked to a total of 2080 hours per calendar year. Employees retiring on or after June 1, 1997, who are age 60 or older and have at least 25 years of continuous service at the time of retirement, shall receive an unreduced pension benefit. The Company shall provide an automatic deduction from the pensioners’ checks to pay for the IAM retirement club. 28.3 Employees retiring on or after September 1, 1991, will be entitled to receive their pension benefit amount in a lump sum, calculated using the standard lump sum conversion formula in effect at the time of retirement, with any reductions made for early retirement. 28.4 By September 1 of each year the Company will furnish each employee with an annual pension statement showing their accrued pension benefit as of December 31 of the previous year, provided they were active participants in the plan on December 31 of the previous year. 28.5 Effective January 1, 1992, employees meeting the eligibility requirements will be entitled to enroll in the Company’s 401(k) Savings Plan. Employees may contribute up to 15% of their annual earnings on a pre-tax basis. The Company will contribute 50 cents, on a pre-tax basis, for each one dollar contributed by the employee, to a maximum Company contribution of 3 ½% of an employee’s total annual earnings. Plan provisions are subject to IRS regulations and modifications by the Company.
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ARTICLE 29 29.1 Health & Group Insurance benefits for active employees shall be provided according to Exhibit of this Agreement. 29.2 Employees will be eligible for medical, dental, life/AD&D, and A&S benefits following the completion of their probationary period. The Company shall offer the ConnectiCare and the Cigna Point of Service (POS) plan to employees residing within the network service areas. The current plan copays and provisions will continue for the remainder of 2006. a) As of January 1, 2007, the ConnectiCare Plan shall require a $15 office visit co-pay; $20 copay for specialists (including all specialists, chiropractors, physical therapy/speech therapy/occupational therapists); $30 copay for outpatient surgery; $50 copay per admission for inpatient hospital admissions (up to $150 maximum per calendar year); $25 copay for high-tech radiological scans; $75 copay for emergency room visits (waived if admitted) and prescription drug co-pays of $8 for tier 1 drugs; $20 for tier 2 drugs; $30 co for tier 3 drugs for up to a 30-day supply. As of January 1, 2009, the following changes apply: copay for specialists will increase from $20 to $25; outpatient surgery copay will increase from $30 to $50; inpatient hospital copay will increase from $50 to $75 per admission ($225 maximum per year). As of January 1, 2010, the following prescription drug co-pays apply: $10 co-payment for tier 1 drugs; $20 co-payment for tier 2 drugs; $35 co-payment for tier 3 drugs for up to a 30-day supply. Members pay two times the above co-payment through the designated mail order service or two times the above co-payment at a participating retail pharmacy, for up to a 90-day supply. Any annual, standard changes that ConnectiCare makes to the plan shall be adopted on the open enrollment date following notification of such changes. However, formulary drug tier changes can take place periodically per the rules of the prescription drug carrier for both CIGNA and ConnectiCare plans. Employees residing in Massachusetts who elect ConnectiCare will get the same plan design as those members residing in Connecticut. b) Under the Cigna POS plan, in-network services will be covered at 90 with no deductible to a calendar year out-of-pocket maximum of $1000 individual and $2000 family. In-network services will also have the following copays in addition to the 10% coinsurance: $30 copay for outpatient surgery; $50 copay per admission for inpatient hospital admissions (up to $150 maximum per calendar year); $25 copay for high tech radiological scans; $75 copay for emergency room visits (waived if admitted). In-network office visits will be covered at 100% after a $15 co-pay for primary care physicians and $20 copay for specialists (including all specialists, chiropractors, physical therapy/speech therapy/occupational therapists). The 2007-2009 prescription drug plan co-pays, administered by Stanley’s prescription drug carrier, will be: of $8 for tier 1 drugs; $20 for tier 2 drugs; $30 co for tier 3 drugs for up to a 30-day supply. As of January 1, 2009, the following changes apply: copay for specialists will increase from $20 to $25; outpatient surgery copay will increase from $30 to $50; inpatient hospital copay will increase from $50 to $75 per admission ($225 maximum per year). In January 2010, the following prescription drug co-pays apply: $10 co-payment for tier 1 drugs; $20 co-payment for tier 2 drugs; $35 co-payment for tier 3 drugs for up to a 30-day supply. Members pay two times the above co-payment through the designated mail order service for up to a 90-day supply. Under the Cigna POS plan, Out-of-network services will be covered at 70% after a $400 individual and $800 family calendar year deductible to a calendar year out of pocket maximum of $3000 individual and $6000 family, including the deductible, subject to the $1,000,000 out-of-network lifetime maximum. c) Employees who reside, or who have covered dependents who permanently reside, outside of the service areas of the two plans outlined above will be permitted to enroll in the Out-of-Area Plan (same as current salaried plan design) with a $200/$400 deductible, 80%-20% reimbursement of covered expenses and a calendar year out-of-pocket maximum of $ $1750 individual/$3500 family, including the deductible. For the Out-of-Area plan participants, the 2007-2009 prescription drug plan co-pays, administered by Stanley’s prescription drug carrier, will be: of $8 for tier 1 drugs; $20 for tier 2 drugs; $30 co for tier 3 drugs for up to a 30-day supply. In January 2010, the following prescription drug co-pays apply: $10 co-payment for tier 1 drugs; $20 co-payment for tier 2 drugs; $35 co-payment for tier 3 drugs for up to a 30-day supply. Members pay two times the above co-payment through the designated mail order service for up to a 90-day supply. Under the Cigna POS (in-network and out-of-network) and the Out-of-Area plans, once the out-of-pocket maximums are reached, the plan pays 100% of eligible charges for the remainder of the plan year. Co-pays and other non-covered expenses do not apply to the out-of-pocket maximums. Mental health and substance abuse and prescription coverage under the Cigna POS and Out-of-Area plans will be provided by the same carrier as salaried employees. d) The Company shall continue to provide dental and vision care coverage for all eligible employees and their eligible dependents. Effective 1/1/07, the Anthem Blue Cross of CT Dental plan calendar year deductible will be $25 per individual and $75 per family. Effective January 1, 2004, the Company will pay eighty percent (80%) and the employee will pay twenty percent (20%) of the premium cost for the ConnectiCare and the Cigna health care plans, or the rates described below, whichever is less. Employees shall contribute on a weekly pre-tax basis for the medical, dental and vision care coverage selected. An employee’s dental and vision care contributions are included in the contribution amounts and any dependent coverage will be on the same basis as the medical coverage selected.
1/1/2007 1/1/2008 1/1/2009 1/1/2010
CIGNA - Single
$23 $28 $33 $38 The annual open enrollment period will be January 1. A contribution for selected coverage shall be deducted from all regular and supplemental paychecks received by an employee, even if such employee was on sick leave during the policy year, provided the total number of deductions made during a policy year does not exceed 52. Employees on sick leave shall not be required to make any contributions while on such leave, unless they receive a check directly from the Company during such leave period, in which event their normal contribution shall be deducted. Employees shall pay the full premium amount during a personal leave of absence lasting more than two (2) weeks, retroactive to the first day of such leave. 29.3 Employees who retire shall be offered the ConnectiCare or CIGNA Point of Service (POS) plan, and the Blue Cross/Blue Shield dental and vision plans offered to active employees up until the employee and/or eligible dependents reach age 65 (first of the month in which they turn 65 when eligible for Medicare). In addition, any retiree who resides, or who has covered dependents who permanently reside outside of the service areas of the two medical plans listed above, may elect coverage under the Stanley Health Care plan. The Company will no longer provide any Medicare Supplemental coverage for employees retiring on or after May 14, 1994. Any design change made for active employees to any plan shall automatically apply to employees retiring on or after October 1, 1994. The Company shall pay 50% of the cost of the coverage selected by employees who retire, provided the employee is age 62 or older at the time of retirement. The employee shall pay the balance of the cost of any coverage selected. Coverage for the employee shall cease when he reaches age 65, however, he can continue to cover any eligible dependent under age 65 by paying the full cost of such coverage. Employees retiring prior to age 62 shall pay the full cost of any coverage selected for as long as they have such coverage. The Company shall pay 25% of the cost of employee and dependent medical, dental and vision coverage for employees who retire on or after June 1, 1997, provided the employee is age 62 or older at the time of retirement. The employee shall pay the balance of the cost of any coverage selected for him/her and any eligible dependents. Coverage for the employee shall cease on the first of the month during which he reaches age 65; however, he/she can continue to cover any eligible dependent under age 65 by paying the full cost of such coverage. Employees retiring prior to age 62 shall pay the full cost of any coverage selected for themselves or any eligible dependents for as long as they have such coverage. No new dependents may be added following the date of retirement. Employees must have 10 years of service at the time of retirement to be eligible for retiree medical, dental, vision and life insurance coverage regardless of their age.
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ARTICLE 30
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ARTICLE 31 31.1 Employees outside the Bargaining Unit shall not perform work normally performed by Bargaining Unit personnel. Exception to the above
shall be: 31.2 If after a violation of this clause has been brought to the attention of the Supervisor and the Human Resources Manager and such violation is not corrected or approved by the Union, the Company will pay a lump sum payment equivalent to the hourly rate of the job performed multiplied by the time spent on such job by any employee out of the bargaining unit including overtime, if applicable, to the employee(s) as mutually agreed by the parties.
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ARTICLE 32 32.1 Each employee
who, as of the effective date of this Agreement, is a member of the Union in
good standing and each employee who becomes a member after that date shall,
as a condition of employment, maintain his membership in the Union.
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ARTICLE 33 33.1 Company will
pay an amount equal to the difference between the pay an employee receives
for serving on a Jury and his average hourly earnings for scheduled hours of
work lost, up to eight (8) hours per day, for the required period of jury
duty service. Such payments shall include night bonus.
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ARTICLE 34 34.1 An eligible
employee who is a member of the National Guard or the Military Reserves of
the United States may receive payment for up to two (2) weeks of active
military training each year.
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ARTICLE 35 35.1 From time to
time an employee, while performing his assigned duties, suffers total loss
of personal clothing due to an accident on the job, such as an acid spill,
etc. In such event, if the employee has performed the job in the prescribed
manner, utilizing available safety equipment and devices, the Company will
reimburse such employee for the fair value immediately prior to such
accident of such clothing on his written request and prompt report of such
incident. Reimbursement will be limited to items of work clothing such as
shirts, pants, and shoes.
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ARTICLE 36 36.1 This Agreement shall be considered to have become effective as of 12:01 a.m. May 13, 2006, and shall remain in effect until midnight on Friday, May 14, 2010. Signed this 13th day of May, 2006. INTERNATIONAL ASSOCIATION OF THE STANLEY WORKS MACHINISTS AND AEROSPACE WORKERS, AFL-CIO, LOCAL NO. 1433 FOR THE COMPANY: FOR THE UNION:
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I.
Average Hourly Earnings
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EXHIBIT "A"
WAGE SCALE Effective: May 13, 2006
DAYWORK JOB RATE RANGE Labor Employees will automatically progress from the minimum to the maximum of their labor grade according to the time intervals indicated for each step of the rate range as specified in Section 8.5 of the Agreement. Any employee whose pay is higher than the published wage rate scale due to having their pay red circled will receive an increase in accordance with the following: Effective May 13, 2006, the Company agrees to a general wage increase of twenty-five cents (25¢).
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EXHIBIT "A" Lodge 1433 Effective: May 13, 2007
DAYWORK JOB RATE RANGE Labor
2 mos.
2 mos. 2 mos.
2 mos.
3 mos. 3 mos.
3 mos.
3 mos. Employees will automatically progress from the minimum to the maximum of their labor grade according to the time intervals indicated for each step of the rate range as specified in Section 8.5 of the Agreement. Any employee whose pay is higher than the published wage rate scale due to having their pay red circled will receive an increase in accordance with the following: Effective May 13, 2007, the Company agrees to a general wage increase of twenty-five cents (25¢).
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EXHIBIT "A" Lodge 1433 Effective: May 13, 2008
DAYWORK JOB RATE RANGE Labor
2 mos.
2 mos. 2
mos.
2 mos.
3 mos.
3 mos. 3 mos.
3 mos. Employees will automatically progress from the minimum to the maximum of their labor grade according to the time intervals indicated for each step of the rate range as specified in Section 8.5 of the Agreement. Any employee whose pay is higher than the published wage rate scale due to having their pay red circled will receive an increase in accordance with the following: Effective May 13, 2008, the Company agrees to a general wage increase of twenty-five cents (25¢).
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EXHIBIT "A" Lodge 1433 Effective: May 13, 2009
DAYWORK JOB RATE RANGE Labor
2 mos. 2 mos.
2 mos. 2 mos.
3 mos. 3 mos.
3 mos. 3 mos. Employees will automatically progress from the minimum to the maximum of their labor grade according to the time intervals indicated for each step of the rate range as specified in Section 8.5 of the Agreement. Any employee whose pay is higher than the published wage rate scale due to having their pay red circled will receive an increase in accordance with the following: Effective May 13, 2009, the Company agrees to a general wage increase of thirty cents (30¢).
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EXHIBIT B - DEPARTMENT SHIFT SCHEDULES - LODGE 1433 ACCESS TECHNOLOGIES:
BUSINESS UNIT 1st SHIFT
2nd
SHIFT HAND TOOLS: BUSINESS UNIT 1st SHIFT 2nd SHIFT 3rd SHIFT Steel/Slitter
Operator/Mylar Slitting/ Blade Cut-Off/Inspection/ Special Mfg. - Nail Sets/T.K. Operations/Packing 7:00 a.m.-3:00 p.m. 3:00 p.m.-11:00 p.m. 11:00 p.m.-7:00 a.m. Major Equipment (heat treat, coating, printing, laminating) 6:48 a.m.-3:00 p.m. 2:48 p.m.-11:00 p.m. 10:48: p.m.-7:00 a.m. Molding Setters Yard Gang – 190
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EXHIBIT "C" Life Insurance and AD&D-- Accident and Sickness – Benefits shall be payable beginning on the third (3rd) day of sickness. Employees not at work on the effective dates listed above will be eligible for the improved A&S benefit on their first day back to work. Travel Accident Life Insurance -- Employees traveling on company business shall be covered by a travel accident life insurance policy. Travel Accident Life Insurance
amounts-- Retiree Life Insurance -- Retirees must have 10 years of service at the time of retirement in order to be eligible for the $5,000 retiree life insurance policy. (Please refer to your Insurance Booklet for details of the Insurance Plan.) Stanley Pension Benefit -- Effective for employees retiring on or after June 1, 2006, the pension benefit rate shall be $32.00 per month, per year of credited service. IAM Pension Plan -- Effective June 1, 2006, the Company shall contribute $0.30 to the IAM pension plan for all hours worked to a total of 2080 hours per calendar year. Effective June 1, 2007, the Company shall contribute $0.40 to the IAM pension plan for all hours worked to a total of 2080 hours per calendar year. Effective June 1, 2008, the Company shall contribute $0.45 to the IAM pension plan for all hours worked to a total of 2080 hours per calendar year. Effective June 1, 2009, the Company shall contribute $0.50 to the IAM pension plan for all hours worked to a total of 2080 hours per calendar year. (Please refer to your Pension Booklet for details of the Pension Plan.).
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MESSAGE TO I.A.M.
MEMBERS Please refer to article "G" of The Grand Lodge Constitution. In capsule form it provides: Members who, without fault on their part, are unemployed for the major portion of any month are entitled to unemployment stamps for that month, and are thereby excused from the payment of regular dues for the month. Cost of the unemployment stamp is two dollars ($2.00). Preserve Your Benefits Never let your dues go one month in arrears if you wish to remain a member of our Lodge. Delinquency for more than two (2) months in payment of dues or assessment shall automatically cancel membership and all rights, privileges and benefits incident thereto. Dues For Retired Members Members who have retired from active employment, either with or without pension, may be issued a retirement card at a cost of $10.00 at the time of retirement. Such retirement card shall cover all succeeding years the holder of such card remains on retirement and complies with all applicable provisions of the I.A.M. Constitution. Death benefits of members maintaining membership by the use of retirement cards shall be preserved as of the date the first retirement stamp or card was issued, but in no case shall the benefits increase, subject to the provisions as set forth in Article 17. Let us know your current mailing address at all times, so that your membership and benefits will be maintained at all times. INITIATION FEE $50.00 Please notify your Financial Secretary of any change in your address.
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