Hand off period. For employees in work areas identified for handoff hours, would be eligible to get 8.5 hours of regular pay and premium pay and the break period would be increased from 20 to 30 minutes. All employees affected by wage suppression (first three years of employment), will have their rates increased to the base wage of their position.
All moved to ST16 in lieu of premium. Millwrights would also be eligible for increased pay to align with Electrician pay retro to February 16, 2021.
Longevity bonus will be based upon anniversary date of classification, or for production employees, classification within machine family. (See Attachment). Upon returning from a demotional, the longevity bonus will be reapplied. $.25/ first anniversary, $.25/ second anniversary, $.25/ third anniversary.
2nd Shift from $.35 to $.50/hr.
3rd and 4th shift from $.40 to $.75/hr.
The Company will add additional health insurance options for all employees. Regardless of hire date, employees would be eligible to choose Encompass Essential or Encompass C (the higher-level plan). In addition, starting January 2022, a new high deductible option will be available for employees who would like to choose it. No change to employee contributions in 2021. $5/week increase in 2022 and 2023.
Accidental Death and Dismemberment insurance increased from $12,000 to $20,000 starting 2022.
Life Insurance increased from $57,000 to $60,000.
The Company will increase the amount of its donation to the Sam Cooper Scholarship Program from $6000 to $6500.
The Company committed to allow employees to conduct a telehealth consultation with the Company’s physician before returning to work when practicable in the judgment of the Company physician.
Each active employee who has been on the payroll for 90 days or more, and their dependants, the company will provide, on a non-contributory basis, a dental plan.
The Company agreed to improvements to the apprenticeship program that would enable us to use recognized third party trade certification and provide our apprentices with better training in general.
The Company agreed to add not less than 2 mechanical apprentices per year and 2 electrical apprentices per year for each year of the agreement.
The Company updated the overtime scheduling language for apprentices: in the following order (i) Year 3 apprentice; (ii) A Electrician; (iii) Year 2 apprentice; and (iv)Year 1 apprentice and B electricians
A process was created to facilitate new bargaining unit "training coordinator" job classifications to assist with training and development of employees; employees who bid on these positions would have to commit to stay there for 36 months following the effective date of the award.
To increase stability in our teams (machine families, See Attachment) new process encourages mobility within the machine family, where employees can bid to different shifts and positions within the job family. But when an employee bids to a new machine family, they must commit to that family for 24 months and employees will have 3 bid refusals per year, subsequent bids after 3 refusals will be asked, but must be accepted.
The Company will make every reasonable effort to keeping employees who are transferred off shift for training to actually train on the job they are there to learn and to prioritize break in on bid jobs.
The Company agreed, as soon as reasonably practicable, to modify its electronic bidding systems to enable employees to withdraw bids prior to the award process and to allow employees to rank preference of bids when bidding on more than one job posting.
The Company will improve training for Storeroom Staff, regarding parts and processes, and for Millwrights and Electricians regarding new equipment/technology as appropriate.
Hand off period. For employees in work areas identified for handoff hours, would be eligible to get 8.5 hours of regular pay and premium pay and the break period would be increased from 20 to 30 minutes.
Overtime premium revised to entitle employees to overtime and double time on Sunday if they have worked or had non-chargeable absences totaling 40 hours per week; 21-turn employees who work full schedule or have non-chargeable absences continue to receive Saturday and Sunday premiums as part of the regular workweek. Language would keep these premiums the same except for circumstances in which employees incur attendance points and work less than 40 hours per week.
Classified Asst. Op on Shift
Classified Op on shift
Qualified helper on shift
Classified Asst. Op. off shift
Classified Op. off shift
Qualified helper off shift
The Company extended the current agreement on the Box Prep job.
The Company committed to investigate the possibility of changing the July 4 holiday to July 5 for 3rd shift employees (reviewing technical software issue to facilitate).
The Company committed to work expeditiously towards the finalization of the mutually agreeable adjustments to the cast shop premium schedule.
The Company agreed to give employees one week’s notice before a change to a shift.
This is intended only to be a high-level summary of the changes. The details are contained in the tentative agreements between the Company and the union.