Zinnia Team (A, B, etc.): Management Charlie

Date:05/27/2018

Team Members:

MAXIMUM SETTLEMENT

(THREAT OR WALKAWAY POINT)

Item

Proposal

Cost

Wages

2% Year 1

2% Year 2

2% Year 3

$72,135.40 $82,974.77 $88,557.58

Health
Insurance

Year 1: 2.40 per employee per hour

Year 2: 2.55 per employee per hour

Year 3: 2.70 per employee per hour

Retirement

Year 1, 2, and 3: Remains the same as existing contract

Other
Benefits

Year 1, 2, and 3: Remains the same as existing contract

Vacations
and
Holidays

2% Year 1

2% Year 2

2% Year 3

$3,854.17

$4,784.94

$5,408.61

Personnel policies and procedures

Layoff policies: Year 1, 2 & 3: Remains the same

Promotion policies: Year 1, 2 & 3:

Transfer policies: Year 1, 2 & 3:

Lie Detector and Drug tests: Year 1, 2 and 3: Remains the same

Employee rights and responsibilities

Seniority rights: Year 1, 2 & 3:

Article 9(2): 9.7 – Bumping – Bumping shall not be permitted, except in cases in layoffs and supervisors have submitted a letter of recommendation for the employee or the employee prior performance evaluation has been superior.

Article 9(3): Any new employee shall be employed on a thirty (30) (60) day trial or probationary basis, during which time she/he may be discharged without recourse; provided, however, that this probationary period will be automatically extended an additional thirty (30) days after written notice to the Union and the employee of such extension and the reason therefore.

Job Standards: Year 1, 2 & 3: Remains the same as existing contract

Workplace rules: Year 1, 2 & 3: Remains the same as existing contract

Employer rights and responsibilities

Management rights: Year 1, 2 & 3:

Discipline and discharge for just cause: Year 1, 2 & 3: Article 11(1): Provided, however, in the case of dishonesty, drunkenness on duty, failed drug test or a more serious violation of the Employer’s rules, the discipline procedure a, b or c above, need not be followed.

Article 11(3): Warning Notices – Cancellation – Warning notices shall not be used as a basis for discipline after a period of eighteen (18) months 12 months, provided there have been no other written notices of a similar nature.

Article 9(3): Any new employee shall be employed on a thirty (30) (60) day trial or probationary basis, during which time she/he may be discharged without recourse; provided, however, that this probationary period will be automatically extended an additional thirty (30) days after written notice to the Union and the employee of such extension and the reason therefore.

Subcontracting: Year 1, 2 & 3: Remains the same as existing contract

Safety standards: Year 1, 2 & 3: Remains the same as existing contract

Union Rights and Responsibilities

Includes recognition as the collective bargaining agent, union security, dues check off, shop stewards- all acceptable, keep current contract language.

Dispute Resolution

Includes grievance procedures, workplace committees, and renegotiation procedures. All acceptable, keep current contract language.

Effects of Plant Closings

No current language. Employee would be immediately released from contract if closings happen

Hours

-According to Article 8.2 the standard workweek shall consist of forty (40) hours with 168 overtime that is 8 hrs. a day

-Article 8.5 all non-exempt employees shall receive 1 1/2 their regular straight-time hourly rate of pay for all hours worked more than eight (8) hours per day.

(This are the standing wages the employees are receiving currently.)

Attach additional sheets as needed with proposed language changes.

Proposed Contract Duration: 3 years

ESTIMATED ANNUAL COSTS

(add or delete years as needed)

Year 1: $75,989.57
Year 2: $87,759.71
Year 3: $93,966.19

TOTAL LIFE OF CONTRACT COST: $257,715.47