Document oMbazd443VnyYBX5pKYLYMJYX

NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES AGREE MEHI Between PITTSBURGH CORNING CORPORATION Plant No. 7 Owentown, Texas A N D OIL, CHEMICAL AND ATOMIC WORKERS INTERNATIONAL UNION 1965 1968 i*4!1 I BB 00063B4 I INDEX ARTICLE 1 Definitions PAGE 2 ARTICLE 2 Recognition 3 ARTICLE 3 Responsibilities of Parties 4 ARTICLE 4 Bulletin Board 5 ARTICLE 5 Cooperation 67 ARTICLE 6 Factory Rules 8 9-10 ARTICLE 7 Military Service 11 ARTICLE 8 Safety and Health 12 ARTICLE 9 Seniority 13 14 - 15 ARTICLE 10 Grievance and Arbitration Procedure 17 18 - 19 ARTICLE 11 Temporary Work Assignments 20 ARTICLE'12 Jury Service 21 ARTICLE 13 Holidays 22 23 ARTICLE 14 Call-in Pay 24 ARTICLE 15 Funeral Leave 25 ARTICLE 16 Hours of Work and Overtime 26 ARTICLE 17 Vacation Plan 27 28 ARTICLE 18 Shift Differential 29 ARTICLE 19 Insurance Benefits 30 ARTICLE 20 Wage Rates 31 ARTICLE 21 Miscellaneous 32 ARTICLE 22 Term of Contract Execution of Agreement fJQTE: THIS DOCUMENT DID Absentee Rule (Exhibit A) NQT CQME FR0M ppQ p,LES 33 34 35 36 Tardiness Rule (Exhibit B) 37 Mage Rate Schedule - April 1, 1965 38 Wage Rate Schedule - April 1, 1966 * Wage Rate Schedule - April 1, 1967 | Rate Range Application -......................................................... - - ' jU; ` * BB 0006335 | 39 40 41 16 A G R EE M ENT THIS AGREEMENT made and entered into as of the 1st day of April, 1965 between PITTSBURGH CORNING CORPORATION, for its Plant No. 7 located at Owentown, Texas (hereinafter designated as the "Company"), and the OIL, CHEMICAL AND ATOMIC WORKERS INTERNATIONAL UNION (hereinafter designated as the "Union"). W I TNE S S ETH The general purpose of this Agreement is in the mutual interest of the employer and the employee, to provide for the operation of the plant under methods which will further, to the extent practical, the general welfare, safety and health of the employee, economy of operation, quality and quantity of output, cleanliness of plant and protection of property. NOTE: THIS DOCUMENT DID i-f_M06386~7 ARTICLE 1 Definitions Section 1. Where the word "Company" is used in this Agreement, it means Plant No. 7 of the Pittsburgh Corning Corporation located at Owentown, Texas. Section 2. Where the word ''Union" is used in this Agreement, it means the Oil, Chemical and Atomic Workers International Union. Section 3. Where the word "employee" is used in this Agreement, it means all hourly rated production and maintenance employees, truck drivers, warehousemen and industrial truck drivers employed by the Company at its Plant No. 7, Owentown, Texas pursuant to the Certification of Representatives by the National Labor Relations Board in Case No. 16-RC-3237; however, all of the following shall be excluded from the definition of the word, "employee", as used in this Agreement: all salaried employees, quality control employees, timekeepers employees engaged in time motion and method studies, professional employees, plant protection employees and supervisors as defined in the Act. |_BB 0006387 j \Jl- -2- # ARTICLE 2 Recognition / Section 1. The Company recognizes the Union as the sole and exclusive bargaining agent for all employees as hereinbefore defined for the purposes of collective bargaining. NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES i_8B_ 0006388 ^ t '' r -3- ARTICLE 3 Responsibilities of Parties Section 1. Each of the parties hereto acknowledges the rights and responsibilities of the other party and agrees to discharge its responsibilities under this Agreement. NOT COME Section 2. In addition to the responsibilities that may be provided elsewhere in this Agreement, the following shall be observed: a. There shall be no union activity on Company time, unless otherwise provided for herein. b. There shall be no strikes, slowdowns, work stoppages or interruption or impeding of work. No officer or representative of the Union shall authorize, instigate, aid or condone any such activities. No employee shall participate in any such activities. c. There shall be no lockouts. d. The applicable procedures of this Agreement will be followed for the settlement of all grievances. e. All grievances shall be considered carefully and processed promptly in accordance with the applicable procedures of this Agreement. Section 3. The management of the Company and the direction of the working forces, including the right to hire, schedule shifts and hours to be worked, promote, demote, transfer, layoff, suspend, and discharge employees for proper cause and the assignment of work, are vested in the Company subject to the terms of this Agreement. Except as specifically outlined in this Agreement, there shall be no restrictions upon the Company in the management of its affairs. Section 4. In order that each new employee may be made familiar with the provisions of this Agreement and his rights and responsibilities thereunder, the Company will provide each new employee with a copy of this Agreement at the time of employment by the Company 4-_____0Q06389 1 ('j'j' * * * article 4 Bulletin Board Section 1. A bulletin board shall be furnished the Union by the Company for Union notices incident to meetings, dues, entertainment and other miscellaneous matters for official Union business only, with no matters considered injurious to the Company or its policies. NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES -5_ l BB 0006390 l Q. It; / i> ARTICLE 5 NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES Section 1. During the term of this Agreement, both parties h reby pledge that if any disputes arise, they shall be settled in the manner provided for in the Grievance Article of this Agreement. Pending the processing f such matter, the aggrieved employee or employees shall carry out the assignment as directed by Management. Section 2. The Management's policy of expansion of output and cost reduction through mechanical improvement, plant rearrangement, or additions and developments, is of vital importance to employees and the Company, to the end that both conditions for the employees and the usefulness of the Company may be improved. The elements of methods, speeds, equipment, and the like are the exclusive responsibility of the Company for the production and sale of material of good quality, produced at a cost free of disadvantages in a competitive market. There shall be no limit on or curtailment of production. Section 3, The Company reserves the right to set up the most efficient system of production. Section 4. It is expected that all employees will perform their work effectively and efficiently to the best of their ability, and will cooperate in the introduction or installation of such processes, machinery, changes in, r introduction of new methods of operation, and job evaluation plans or systems as the Company may introduce or put into effect for the purpose of better and more efficient operations, to the end that the Company may increase production and reduce costs so that the Company may adequately meet competitive conditions and maintain employment. 1" BB~000639l I 0 C: \A)'71 A > -6- ARTICLE 5 (continued) Section 5. The Company may In accordance with the above Sections of this Article establish such fair and reasonable rules and effect such changes as are necessary to meet its operational requirements. Section 6. In the event that the Company creates a new job classifi cation or modifies an existing classification by materially changing its content the rate of pay shall be on the basis of the relation between the job content of such new or modified classification and the job content of the classifications for which rates of pay are established by this Agreement. Within thirty (30) days after the establishment of such job rate the Union may protest the rate and present the matter as a grievance if it so desires starting with Step 2 of the grievance procedure. -7- f J~aB~0006392 1 Ln ^ ARTICLE 6 NOTE: THIS DOCUMENT DID Factory Rules NOT COME FROM PPG FILES Section 1. The Company shall have the right to make and, after proper publication thereof, to enforce any reasonable factory rule. The Company will supply the Union with a copy of such rule upon publication. Should the Union consider any such rule unreasonable, it shall be a matter Cor joint consideration as a grievance by the representatives of the Union and those of the Company, under this Agreement. It is recognized that factory rules, forbidding the following offenses, are at present in force, and that any violation thereof by an employee shall justify the Company in imposing an appropriate disciplinary action including the penalty of suspension or discharge: a. Insubordination, inefficiency or incompentency of any employee. b. Failure to conform to rules of the Company, public laws or regulations pertaining to health or safety. c. Bringing intoxicating liquors into the plant, use of intoxicating liquors on Company property, or reporting for work or working while under the influence of liquor. (Also applies to narcotics in any form). d. Wilful destruction, damage, or stealing of any Company property or the property of any employee on Company premises. e. Fighting or gambling on Company property. f. Careless or wilful contamination of batch. g. Purchasing the favor of supervisor by giving or loaning money or making gifts, and the like. Both ------- -- -- the employee and supervisor shall suffer a like penalty.--------- --- ____________________ -------------- f--B B--0U-U6-3-9J--f----------------------------------------_ r_ -----------~-- ARTICLE 6 (continued) NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES h. Altering time punched in or out on time card, or punching another employee's time card. i. Smoking in prohibited areas. j. Wilful hindering or limiting production. k. Sleeping during working hours. l. Habitual carelessness or recklessness, playing of tricks or pranks dangerous to other employees. Section 2. In addition to the Factory Rules set forth in Secti n 1, the parties agree to the following absentee rules: a. Regular attendance is expected of every employee and all employees must use their best efforts to reduce absenteeism and tardiness to a minimum. b. If an absence or a tardiness is unavoidable an employee should give as much advance notice as possible to the Company at designated tele phone numbers. c. Employees who have excessive absences or tardiness after the date of this Agreement without good cause shall be subject to appropriate disciplinary action including the penalty of suspension or discharge. This shall be uniformly administered. d. Provided prior approval of the department head is obtained, employees may temporarily be permitted to exchange shifts for good personal reasons among employees in the same classification provided there is no additional cost to the Company. j BB 0006394 | ARTICLE 6 (continued) Section 3. Any employee who feels he has been unjustly disciplined or discharged for the infraction of any above Company rule shall have the right to a hearing if he desires it;. and the case of any employee desiring such hearing shall be handled as a grievance under this Agreement* Section 4* The present Factory Rules regarding Absenteeism and Tardiness are attached to this Agreement as Exhibits A and B respectively. NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES I BB L'L- 10 ARTICLE 7 Military Service Section 1. The Company shall accord to each employee who applies for re-employment after conclusion of his military service with the United States such re-employment rights as he shall be entitled to under then existing statutes. NOTE: THIS DQCUME*IT DID NOT COME FROM PPG ir-?\ riLLb I BB 0006396 j ARTICLE 8 Safety and Health Section 1. The Company shall make reasonable provisions for the safety and health of the employees of the Plant during their hours of employment in accordance with the law. Protective devices, wearing apparel, and other equipment deemed necessary by the Company to properly protect employees shall be provided, and the employee will be responsible for such equipment and must turn it in to secure a replacement. Section 2. It is understood that employees recalled from lay-off and employees returning from absence due to ill health of over one week may be required to submit to physical examination by the Company doctor before being assigned to jobs. Section 3. The Company may, on the basis of medical advice, refuse to place any employee on any job which the Company feels will be detrimental to the health and safety of the employee or his fellow employees; however, in case there is a dispute in this regard between doctors, the dispute may be submitted to an impartial doctor selected by the Company doctor and the employee's doctor for determination. Section 4. The Workmen's Committee and the Steward involved may discuss with management existing problems, if any, relating to health and safety at a mutually convenient time. -12- | BB 0006397 J ARTICLE 9 NOTE: THIS DOCUMENT DID *sisIiz NOT COME FROM PPG FILES Section 1. For the first forty five (45) working days of his mployment, an employee shall be on probation, and during such period, shall be subject to discharge at the sole discretion of the Company. At the end of this probationary period, the employee shall have his name entered on the seniority roster and his seniority date shall be that of the first day of his employment. Section 2. For the purpose of the following applications, seniority shall be designated as Plant-Wide and Departmental. Plant-wide seniority is determined by an employee's length of service with the Company at the Owentown Plant, including service with the Owentown Plant of Union Asbestos and Rubber Company, subject to the provisions of Section 4 of this Article. Department seniority is determined by length of continuous service computed in years, months and days from the last date the employee permanently entered the Department, subject to the provisions of Section 4 of this Article. It is agreed that when an employee successfully bids on a job in another depart ment after the date of this Agreement, he shall not lose his seniority in the former department but shall not continue to accumulate seniority in that former department. (This clause shall not be retroactive). Section 3. Seniority shall not be broken by: A. Time lost through illness or injury of less than twelve (12) months. B. Absence due to occupational injury for which employee receives Workmen's Compensation. C. Time lost through layoff of less than eighteen (18) months. I BB 0006393^ -13- it' $ ARTICLE 9 (continued) NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES D. Serving the Union in an official capacity with an approved leave of absence* E. Granted leaves of absence. P. Service in the Armed Forces, as set forth in the Military Clause of this Agreement. Section 4. Seniority shall be broken by any of the following c ntin- gencies: A. If an employee quits or resigns. B. Discharge by the Company for just cause. C. Lay-off longer than eighteen (18) months. D. Failure or refusal to report for work within seven (7) days after being recalled to work by .notice sent by registered letter to employee's last known address on file with the Company. E. If employee is absent for three (3) consecutive days without notifying the Company and without a reasonable excuse. F. Illness or injury longer than twelve (12) months, except occupational injury for which an employee receives Workmen's Compensation. Section 5. It is agreed that departmental seniority shall govern in cases of promotions and filling of permanent vacancies provided the senior employee is capable of performing the work required. In the event no employee in the affected department bids for the promotion or permanent vacancy, then th bid shall be open to plant wide bidding and plant wide seniority shall govern provided the senior employee is capable of performing the work required. ........ ........................................ I BB 0006399*7 -1.4- ----------------------- ARTICLE 9 (continued) Section 6. It is agreed that in case of lay-offs, that first. Departmental seniority shall govern among employees capable of doing the required work; however, in case such an employee does not have enough seniority to keep a job in his depart ment, then he shall be entitled to use his plant wide seniority to obtain a minimum rated job provided an employee with less plant seniority is holding such a job. Laid off employees subject to recall will be recalled to work in the order of their plant seniority before new employees are hired. Section 7, Permanent vacancies, i.e. jobs where re-occurring and repetitive work is to be performed, will be posted within five (5) working days, and remain posted for three (3) full working days. Any employee desiring to bid on the job will do so by signing the bid notice, copies of which will be given the Union. It is understood and agreed that when employees have been demoted or laid off for lack of work that they shall be restored to their former jobs when work is resumed without the necessity of bidding, for the resumption of work will not be considered as creating NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES Section 8. The Company shall furnish every six (6) months to the Union and post for six (6) months a list of all employees covered by the Agreement showing their seniority status. This list may be challenged by the Union within thirty (30) days of original posting. If within this period, the Union does not challenge said list, it shall be deemed final and as having the approval of both the Company and the Union. Section 9. There shall be no bumping up. Section 10. Continuous service records as compiled by the Company and accumulated prior to the date of this Agreement will be recognized. Section 11. In case of dispute. Company records shall govern. v-I Section 12. In case more than one employee is hired on any one day, each such employee's seniority shall be determined by actual time f hire. ^ 33 0006400~7 ARTICLE 9 (continued) NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES Section 13. Any member of the Union who is elected to office or who is d legated to perform any union activity necessitating a temporary leave of absence shall be granted a leave of absence without pay and without loss of seniority, and shall at the end of service be reinstated to his former job or another similar job In line with seniority and ability, provided, however, reason* able notice shall be given the Employer. Such leaves shall not exceed one (1) y ar except by mutual consent of the parties. Section 14* Employees upon request and reasonable cause, may be granted 1 aves of absence without pay, not to exceed thirty (30) days. Such leaves shall not adversely affect an employee's seniority. Section 15. An employee promoted from the unit to a supervisory position after the date of this Agreement shall not lose the seniority which he has accumulated, and shall continue to accumulate seniority after such transfer for a period not to exceed eighteen (18) months additional. Such employee promoted prior to the date of this Agreement shall have accumulated seniority to this time and for an additional eighteen (18) months. Section 16. It is agreed that a temporary lay-off for a period of s ven (7) working days or less shall not be considered a decrease in force and shall not involve the exercise of seniority. Section 17. There shall be three departments effective as of the date of this Agreement: (1) Production; (2) Maintenance; and (3) Shipping, Receiving and Warehousing, | BB Q006402_J_ -16- ARTICLE 10 NOTE: THIS DOCUMENT DID Grievance and NOTArbitration COME FROM PPG FILES Procedure Section 1, The Union shall designate a Workmen's Committee as its representative in the Plant, and the names of the members of the Committee shall be given to the Plant Manager, This Committee shall represent the Union on all matters relating to the application, interpretation and administration of this Agreement. The Workmen's Committee shall not consist of more than four (A) employees of the Company's Owentown Plant, made up of three (3) committeemen and one (1) chairman. Section 2. Differences or disputes between the Company and the Union or employees covered by this Agreement as to the meaning and application of or compliance with the provisions of this Agreement shall be settled in accordance with the provisions of this Article. Section 3, Such differences or disputes shall be settled in the following manner: Step 1 Step 2- An employee who believes he has a just grievance shall discuss the alleged grievance with his Foreman accompanied by his Steward if the employee so requests within fifteen (15) days after the occurrence in an attempt to settle same, consistent with the terms of this Agreement. The Foreman shall verbally answer the grievance within two (2) working days. The aggrieved party, if not satisfied, shall then refer his grievance in writing to the Workmen's Committee which will make an investigation of the grievance promptly, and in the event the grievance, in the opinion of the Workmen's Committee, is justified, it shall be presented in writing by the aggrieved and his Steward to the Department Head involved in an effort to settle the grievance The Department Head shall give his answer in writing within three (3) working days. -17- ARTICLE 10 (continued) Step 3 If the grievance Is not settled In the second step it stay be appealed t the Works Manager. The Works Manager or his representative will meet' with the Workmen's Committee within two (2) weeks, the Works Manager shall give his answer in writing within one (1) week. Step 4 If the grievance is not settled in the third step it may be appealed to the proper officials of the Company and the District 4 Director, or his designee of the Oil, Chemical and Atomic Workers International Union. The Company representatives will meet with a representative of the International Union within three (3) weeks, subject to mutual extension, from date they are requested to meet with the International Union representative. Arbitration If the grievance is not settled in Step 4 it may be appealed by either party to an impartial Arbitrator, provided that notice of such appeal is given in writing to the other party within fifteen (15) days following the answer in Step 4. The impartial Arbitrator shall be selected by mutual agreement of the parties within ten (10) days following receipt of such notice, or, if they are unable to agree within that time, a joint request shall be addressed promptly to the Director of the Federal Mediation and Conciliation Service to provide a panel of nine arbitrators, from which the parties shall each alternately strike one name until but one remains, and the remaining one shall be the impartial Arbitrator for that case. The decision of the Arbitrator shall be final and binding on both parties; provided however, that the Arbitrator shall have authority only to interpret and apply the provisions of the Agreement and shall have no authority to add to, detract from or alter its terms. Expenses of arbitration shall be shared equally by Company and Union, and shall be paid promptly. Questions concerning arbitrability must be decided by the Impartial Arbitrator before any decision on the merits of any particular case. days. Section 4. Time limitations specified in this Article refer to calendar Section 5. If the Workmen's Committee is required to meet with the Company during the member's regular working hours, time lost from work by the member will be allowed at his regular rate of pay. Section 6, A grievance that affects a group of employees may be filed by the Workmen's Committee and will be first considered at Step 2. Section 7. If a dispute should occur pertaining to pay rates, it will be recognized that the date of occurrence shall start on the date the employee received- his pay check pertaining to such occurrence. -18- | BB 0006403 | ARTICLE 10 (continued) Section 8. Grievances not appealed within ten (10) days from the date of decision rendered in Steps 1, 2 or 3 and thirty (30) days in Step 4, shall be considered settled on the basis of the decision last made and shall not be eligible for further discussion or appeal. Section 9. If a grievance is not settled in Step 1, any individual employee or group of employees shall have the right to process their grievances with the Company but the settlement of such grievances shall not be inconsistent with the terms of this Agreement. A Union representative shall be given the opportunity to be present at any such adjustment. Section 10. It is agreed between the parties that there are no pending grievances and further, that no grievance shall be filed for anything that occurred prior to the date of execution of this Agreement. -19- ARTICLE 11 Temporary Work Assignments Section 1. An employee-temporarily transferred to a higher paid position will receive the higher rate which goes with that position; but an employee temporarily transferred to a lower paid position will continue to receive his regular rate of pay. However, if transferred to a lower paid position, to avoid lay-off due to lack of work on his regular job, an employee will receive the regular rate of job to which he is temporarily assigned. The provisions of this Section do not apply when by the preceding day employee is properly scheduled for a different job irrespective of work avail- bility. Section 2. Such temporary assignment of an employee to a lower rated hourly job at the rate on the higher rated job, will not constitute a change in rate of pay for the lower hourly rated job. NOTE: THIS DOCUMENT DID NOT COME FROM 3 \3 L3 -20- | BB 0006405^ it,7 /'(; ARTICLE 12 Jury Service Section 1. In the event an employee on the active payroll is called for jury service, he shall be excused from work for each such day on which he serves or reports to serve and shall be paid for the time necessarily lost from his regular work schedule due to such jury service, provided he notifies the Company of his intended absence* The pay shall be the difference between each day's jury fee (exclusive of travel allowance) and the pay for hours of work necessarily lost computed at his individual rate for the work he would hav per formed, Such pay shall not be considered in the computation of overtime and other premium time. An employee excused from jury service shall report to work at the beginning of his next regularly scheduled shift. The employee will present proof of service of a jury duty notice or summons and the amount of pay received for such jury service. -21- | bb 0006406_2 ARTICLE 13 Holidays Section 1. The following seven days shall be observed as holidays under the Agreement: NEW YEAR'S DAY MEMORIAL DAY JULY FOURTH LABOR DAY THANKSGIVING DAY CHRISTMAS EVE DAY CHRISTMAS DAY Section 2. Each regular full-time employee shall be paid for New Year's Day, Memorial Day, July Fourth, Labor Day, Thanksgiving Day, Christmas Eve Day and Christmas Day, eight (8) hours pay computed at his regular basic hourly rate. provided such employee works during the pay period in which such holiday occurs and works the scheduled hours on the last scheduled plant work day prior to and the next scheduled plant work day after the holiday. Section 3. If an employee is scheduled or requested to work on a holiday but fails or refuses to work, he shall not be paid for the holiday. Section 4. Any employee who works on any of the seven holidays named above shall receive in addition to the eight (8) hours holiday pay provided in Section 2 above, compensation at his regular basic hourly rate for each hour worked during the first eight hours worked on such holiday, and for hours worked in excess of eight on such holiday, shall be paid at double time. This provision is in lieu of the provisions of Article 16 respecting overtime and there shall be no duplication or pyramiding of premium pay under these Articles. Section 5. If the holiday falls on Sunday, it shall be observed on the f 1lowing Monday. T-ST TIdoowo c-'y ii'77: 22 article 13 (continued) Sc^^on 6. An unworked holiday shall be considered as a day worked in computing weekly overtime; however, in no case shall holiday or other premium or overtime pay be pyramided. NOTE: THIS DO MT Ui^ic D NOT COME PPG HLtS it \ -23 \ ARTICLE 14 Call-In Pay Section 1. The Company agrees not to call employees to work when no work is available, and agrees to-plan so that employees finishing one day may know whether or not to report the next day. Section 2. The Company assumes no responsibility for individuals voluntarily appearing in the hope that work may be available. Section 3. The Company will make reasonable effort to notify employees when not to report for work, but every employee who expects to be notified must provide reasonable telephone facilities by which he may be reached. If an employee has been regularly scheduled or notified to report for work and is not thereafter given reasonable notice by the foreman that work is not available, and reports for work, the Company will guarantee four (4) hours of work, or four (4) hours of pay at the employee's base rate for his scheduled work, except in cases where the lack of available work is caused by conditions over which management has no control. -24- ARTICLE 15 Funeral Leave Section 1, In case of death of a member of the immediate family of an employee, the employee shall be granted time off to attend the funeral of the deceased but not to exceed three (3) scheduled work days. He shall be compensated for such scheduled time lost at his regular hourly straight time rate of pay. Members of the immediate family shall be: wife (or husband), son, daughter, father, mother, brother, sister, mother-in-law or father-in-law. No time off or pay shall be granted when the employee does not attend the funeral of the deceased. -25- -BB'oOObUlO^ ARTICLE 16* Hours of Work and Overtime Section 1. A normal work day shall be eight (8) hours of work in a twenty-four (24) hour period, and the normal work-week shall consist of forty (40) hours made up of five (5) normal work days in seven (7) consecutive days. This Section defines the normal hours of work and is not to be construed as a guarantee of hours of work per week or per day. Section 2. Overtime at the rate of time and one-half an employee's regular rate of pay shall' be paid: a. For hours worked by the employee in excess of eight (8) in a work day. b. For hours worked by the employee in excess of forty (40) in a work week. Section 3. Any hours which are paid for at overtime rates under any Section, Article, or provision of this Agreement shall not be counted as hours worked for the purposes of any other Section, Article, or provisions of this Agreement calling for overtime or premium pay. Section 4. Employees shall work such overtime as may be required by the Company. Further, any employee who continuously finds it inconvenient to work overtime may be transferred by the Company to another job which is less apt to require overtime. NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES Section 5. It is understood that when overtime is required, the employee who is regularly assigned to the performance of the particular job or operation on which overtime is required sTall be given preference on the overtime work. In the case where more than one qualified employee is assigned to a particu lar operation or on identical jobs, the Company will endeavor to assign the overtime work as equally as feasible. -26- BB~ 00 06411 l l ^^ ARTICLE 17 ' NOTE: THIS DOCUMENT DID y^ion n.n NOT COME FROM PPG FILES Section 1. Employees who complete one thousand (1,000) hours or more of w rk by September 1 and who take vacation time off will qualify for one (1) weeks vacation. Employ es with five (5) years or more of continuous service on September 1 of the vaca tion y ar and who have completed one thousand (1,000) hours or more of work by September 1 and who take vacation time off will qualify for two (2) weeks vacation. Employees with ten (10) years or more of continuous service on September 1 of the vaca tion year and who have completed one thousand (1,000) hours or more of work by September 1 and who take vacation time off will qualify for three (3) weeks vacation. Section 2, Employees qualifying for.one (1) weeks vacation and who take vacation time off from work will receive vacation pay equal to forty (40) hours at th ir base pay. Employees qualifying for two (2) weeks vacation and who take vacation time off from work will receive vacation pay equal to eighty (80) hours at their base pay. Employees qualifying for three (3) weeks vacation and who take vacation time off from work will receive vacation pay equal to one hundred twenty (120) hours at their base pay. Vacation pay will not be paid to employees who qualify but who do not take vacation time off. In the event a holiday occurs within an employee's vacation, he must take an additional day off if he wishes to receive holiday pay for which he has qualified. Vacation pay and holiday pay will not be pyramided. Section 3. The normal vacation period is May 1 to September 15. Any vacation not completed during a calendar year cannot be carried over to the next year. Vacations will, so far as possible, be granted at times most desired by the employees between May 1 and September 15; however, if an employee has completed one thousand (1,000) hours or more, at the Company's discretion, he may be allowed to take his vacation outside the normal vacation period of May 1 to September 15; but the final right to allotment jf vacation period is reserved by the Company so that orderly operations of the plant may be insured. The Company may shut down any or all of its operations for part or ' - -27------------ i -&B--r ----------*"t ARTICLE 17 (continued) all of the vacation periods and to have the employees take their vacations at such times. It is of course, understood that no employee can have more than one vacation each calendar year. With regard to employees entitled to three (3) weeks vacation, the Company reserves the right to limit such vacation time to two (2) weeks off (without affecting vacation pay) if it so deems necessary. Section 4, An employee, even though otherwise eligible, forfeits the right to receive any vacation benefits under this plan if he is discharged for cause prior to January 1 of the vacation year. Section 5. If at the time of lay-off, quit, death, or retirement, an employee has qualified for and not received his vacation for the year, vacation pay will be paid by the Company. NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES -28- fBB 0006^23-1 ARTICLE 18 Shift Differential Section 1. Workers employed on the second shift will be paid seven (7<j) cents per hour as a premium for such work.. Section 2. Workers employed on the third shift will be paid eight (8c) cents per hour as a premium for such work. Section 3. This Article shall be effective April 1, 1965. . NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES -29- \ h"t'7U i-rw NOTE: THIS DOCUMENT DID ARTICLE 1. NQT CQME pR0M ppQ p,LES Insurance Benefits Section 1. The Company and the Union hereby agree upon the continuation of the existing insurance program for the term of this Agreement, plus, effective April 1, 1965 the Group Life Insurance shall be increased from $2,000 to $4,000 and Accidental Death and Dismemberment Insurance in the amount of $4,000 will be provided. Upon retirement, the Life Insurance will be reduced to a maximum of $2,000 of coverage and the Accidental Death and Dismemberment coverage will be cancelled. No change will be made in the present Blue Cross/Blue Shield coverages f r active and retired employees for the term of this Agreement. The present Accident and Sickness Insurance program will be continued for the term of this Agreement. Section 2. If after the effective date of this Agreement there should be an increase in the cost of the dependency insurance coverages, the employees shall pay the full cost of such increase. Failure to authorize such payroll deductions shall result in cancellation of the insurance coverages. Section 3. The costs and benefits under this insurance program shall be credited against the requirement of any law requiring the same in whole or in part during the term of this Agreement. -30- I BB 00064J5^2 [_1i. K > t - ^ (i article 20 Wage Rates NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES Section 1. Wage rates and job classifications as agreed upon are attached as the Wage Rate Schedule and shall be on file at the Personnel Office f the Company and shall remain undisturbed'for the life of the Agreement, except when substantial changes in, or introduction of new methods of operation, or job classification and evaluation shall require change. Section 2. Effective April 1, 1965 there shall be a general hourly wage increase of seven (7c) cents per hour. Effective April 1, 1966 there shall be a general hourly wage increase of seven (7c) cents per hour. Effective April 1, 1967 there shall be a general hourly wage increase of seven (7c) cents per hour. -31- | BB 0006416 | i * * 1 'V" *1 *r ARTICLE 21 NOTE: THIS DOCUMENT DID Miscellaneous NOT COME FROM PPG FILES Section 1. In the event that any of the terms or provisions of this Agreement shall be or become invalid by reason of any Federal or State law, such invalidity or unenforceability shall not affect or impair any other terms or provisions of this Agreement. Section 2. This Agreement is in full settlement of all the issues in dispute between the Company and the Union and the parties hereto expressly agree that there are no pending grievances and that during the term of this Agreement there shall be no re-opening for collective bargaining negotiations or demands therefor as to any matter or issue not covered by the provisions of this Agreement, including, any and all other matters pertaining to pension plan, insurance, or any health or welfare plans, or for the re-negotiation of any pro visions of this Agreement. Section 3. This Agreement constitutes the sole Agreement between the parties. -32- ut(s ` V >4 1 ARTICLE 22 Term of Contract NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES Section 1. This Agreement shall become effective on the date of its ' execution unless otherwise specified above, and shall remain in full force and effect until Midnight, September 30, 1968 and thereafter shall continue in force from year to year, unless either party hereto shall notify the other in writing at least sixty (60) days prior to the end of the current term, or as the case may be, sixty (60) days prior to the end of any additional contract year, of an intention to make changes in or terminate this Agreement, Such written notices shall specify any changes or amendments desired by the party giving such notice and shall be sent by registered mail. -33- --f000641s"7 WITNESS the execution of this Agreement by the duly authorized representatives of the Company and of the "Union on the date first above written. OIL, CHEMICAL AND ATOMIC WORKERS INTERNATIONAL UNION By: (s) Dial Murphy International Representative OIL, CHEMICAL AND ATOMIC WORKERS INTERNATIONAL UNION LOCAL # 4-202 WORKMEN'S COMMITTEE By: (s) Bobbie Oglesby Chairman of Workmen's Committee By: (s) Bobby Joe Miller Chairman of Pittsburgh Corning Group By: (s) J. C. Yandle Committeeman By: (s) H. L. Yandle Committeeman PITTSBURGH CORNING CORPORATION Plant No. 7 Owentown. Texas By: (8) Byrl M. Stout Manager of Manufacturing By: (s) Carlton L. Kelley Assistant to Manager of Manufacturing By: (s) J, W. McMillan Works Manager, Plant 7 By: (s) Charles E. van Home Assistant to Works Manager Plant 7 By: (S) Edmund M. Snavely Works Accountant By: (s) James G. McMurry Plant Supervisor By: (S) Wm. B, Jenkins Supervisor, Shipping, Receiving and Warehousing MOTE: THIS OOCUVTv J\ u NOT COME FROM PPG ri .Cb ^iooj7r7 -34- C>(: 11. < PITTSBURGH CORNING CORPORATION Absentee Rule (Exhibit A) Effective April 1, 1965 NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES An unauthorized absence is defined as absence from scheduled work which had not been approved in advance by the employee's foreman, excepting only the following: - absences caused by an injury while at work - absences for which benefits are paid under the Group Accident and Sickness Insurance - absences due to injury or sickness of shorter duration, duly certified by the employee's doctor - absences due to illness or injury in the immediate family duly certified by the employee's doctor - absences resulting from a death in the immediate family - absences authorized by an approved Leave of Absence - absences for Jury Service as provided in Article 12 - absences because of vacation as provided in Article 17 Note: "Immediate Family" is defined in Article 15 of the current Agreement Following each unauthorized absence, the Foreman shall discuss it with the employee to determine the reason for the absence, review the past absentee record of the employee and to take such disciplinary action as is warranted. Ihe first unauthorized absence will result in an oral warning. The second unauthorized absence will result in a written warning with a copy sent to the Chairman of the Workmen's Committee. The third unauthorized absence will result in a three working day suspension. The fourth unauthorized absence will result in discharge -35- Vx' 1*0 f Bb'0006420^ m a Absentee Rule Exhibit A (continued) NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES Biis absentee rule in no way supersedes or affects the requirement that employees must be physically fit to perform their work; nor the requirement that three consecutive days absence without notifying the Company and without a reasonable excuse will result in removal from the rolls* A period of ninety working days without an unauthorized absence will be sufficient to clear the record to the extent a new sequence is established. the application of a second suspension within a twelve month period will result in discharge. It is agreed that the Company may check with Undertakers or Physicians in the event of death or personal illness or illness in the family and that in cases of illness the Company has the right of visitation. Malingering on the part of any employee will not be condoned under any circumstances. J BB 0006421 | 36- t PITTSBURGH CORNING CORPORATION Tardiness Rule (Exhibit B) Effective April 1, 1965 Tardiness is defined as unexcused failure to report for work on time as reasonable and prudent men would find. The first offense will result in an oral warning. The second offense will result in a written warning with a copy to the Chairman of the Workmen's Committee. The third offense will result in a three working day suspension. The fourth offense will result in a ten working day suspension. The fifth offense will result in discharge. Ninety working days without an offense will be sufficient to clear the record to the extent a new sequence is established. The application of a second suspension within a twelve month period will result in discharge. These rules will be applied uniformly and without discrimination. J BB 0006422 | 37- PITTSBURGH CORNING CORPORATION Owentown, Texas NOTE: THIS DOCUMENT D;[ WAGE RATE SCHEDULE NOT COME FROM PPG FILES Effective: April 1, 1965 PRODUCTION DEPARTMENT Utility Man Feeder Builder Trainee Builder Relief Builder Oven Man Saw Room Laborers Saw Feeder Saw Room Utility Man Scale Man Inspector $ 2.18 1.765 - 1.815 1.815 - 1.92 1.92 - 2.025 2.025 - 2.13 1.765 1.765 1.815 1.815 1.92 1.92 SHIPPING, RECEIVING AND WAREHOUSING DEPARTMENT Warehouse Men Material Handler Loading and Unloading Labor $ 2.025 1.815 1.765 MAINTENANCE DEPARTMENT Maintenance Man General Laborer $ 1.92 - 2.20 1.765 j OB 000^2L1 38- u / ,, ll;7NS PITTSBURGH CORNING CORPORATION Owentown, Texas f PRODUCTION DEPARTMENT WAGE RATE SCHEDULE NOTE: THIS DOCUMENT DIC Effective: April 1, 1966 not Come from ppg files Utility Han Feeder $ 2.25 1.835 - 1.885 Builder Trainee 1.885 - 1.99 Builder 1.99 - 2.095 Relief Builder 2.095 - 2.20 Oven Man 1.835 Saw Room Laborers 1.835 Saw Feeder 1.885 Saw Room Utility Man 1.885 Scale Man Inspector 1.99 1.99 SHIPPING, RECEIVING AND WAREHOUSING DEPARTMENT Warehouse Men Material Handler Loading and Unloading Labor $ 2.095 1.885 1.835 MAINTENANCE DEPARTMENT Maintenance Man General Laborer $ 1.99 - 2.27 1.835 I BB 0006424 t/ / 39- _ PITTSBURGH CORNING CORPORATION Owentown, Texas PRODUCTION DEPARTMENT WAGE RATE SCHEDULE Effective: April 1, 1967 NOTE: THIS DOCUMEMT C NOT COME FROM PPG FiL Utility Man $ 2.32 Feeder Builder Trainee Builder Relief Builder Oven Man Saw Room Laborers Saw Feeder Saw Room Utility Man 1.905 - 1.955 1.955 - 2.06 2.06 - 2.165 2.165 - 2.27 1.905 1.905 1.955 1.955 Scale Man 2.06 Inspector 2.06 SHIPPING, RECEIVING AND WAREHOUSING DEPARTMENT Warehouse Men Material Handler Loading and Unloading Labor $ 2.165 1.955 1.905 MAINTENANCE DEPARTMENT Maintenance Man General Laborer ' $ 2.06 - 2.34 1.905 -440- SB 000642b | The following procedures apply to work performed in occupations with Rate Ranges: NOTE: THIS DOCUMENT DID NOT COME FROM PPG FILES Feeder Starting rate will be paid during the training period. At the end of ten (10) full shifts of training, the top rate will then be paid, provided the employee qualifies. Builder Trainee Starting rate will be paid during the training period. At the end of ten (10) full shifts of training, the top rate will then be paid, provided the employee qualifies. Builder Starting rate will be paid during the training period. At the end of twenty (20) full shifts of training, the top rate will then be paid, provided the employee qualifies. Relief Builder Starting rate will be paid during the training period. At the end of twenty (20) full shifts of training, the top rate will then be paid, provided the employee qualifies. Maintenance Men Starting rate will be paid during the first three months an employee is regularly assigned to this position. At the end of the first three month period, an automatic increase of five (5c) cents will be made. At the end of each succeeding six (6) month period, an additional five (5c) cent increase will be granted unMi the top of the rate range is reached. ----------- j------------------------------------ 7--"Hj'/'J'M " -/.i- ---------------- ----1 "'