Collective contract of a certain machinery manufacturing company in the United States

table of Contents

Chapter 1 acknowledges
Chapter II General Terms
Chapter III Disciplinary Action
Chapter IV Leave
Chapter V Safety and Health
Chapter VI Representatives of Trade Unions
Chapter VII Appeal and Arbitration
Chapter VIII
Chapter IX Annual Holiday Plan
Chapter 10 Working Hours and Overtime
Chapter XI Management Rights
Chapter 12: Effect of the Agreement
Chapter 13 Protection Plan
Chapter 14: Salary
Chapter 15 Apprenticeship and Training Program for Apprenticeship Projects
Subsidiary file A
Subsidiary file B
Subordinate file C
Subsidiary file D
Chapter XVI Termination of the Agreement
Description file A
Description File B Bonus
Description file C
Description File D The hourly wage standard plan index
Explanatory file E agrees to deduct the union’s authorization letter from the salary
Description File F A mechanical manufacturing company in Davenport, Iowa, and American Automotive, Aerospace and Aerospace
Agreement between the equipment and the farmer's union to revise the retirement insurance plan
Explain file G hospitalization, internal surgery, major illness treatment, medical prescription
Explanatory File H Dental Insurance Plan
Explanatory file I Hospitalization, internal surgery, major illness treatment, medical prescription, priority service plan

Description

This Agreement shall be owned by a machinery manufacturing company in Davenport, Iowa, with the United States International Association of Automobile, Aeronautical and Aeronautical Equipment and Agricultural Workers, and the International Federation of Agricultural Workers and Workers, who are recognized and referred to in the first chapter of this Agreement. The local union No. 1896, which it belongs to, reached and entered into force on May 1, 1992.

The “he” or “her” or related personal pronouns appearing in this Agreement are only for the purpose of written expression. Such use does not mean that there is a gender difference.

Chapter 1 acknowledges

The company recognizes that the union is the sole representative of the company's full-time and formal part-time production and maintenance workers in collective bargaining. These workers include: inspectors, team leaders, storage personnel and workshop clerk, but do not include: laboratory staff, draftsman, office staff, salesman, full-time staff, security personnel and section chief.

Chapter II General Terms

First payday

The payday for the first-class workers is Friday, and the first and third workers pay the same day on Thursday. If these two days are just the legal holiday, the company should pay the wages one day in advance. In special circumstances, the payday can be changed with the consent of both parties. Workers covered by this Agreement shall be paid for the services provided during the previous working week. All paychecks should be issued during normal working hours on the normal pay date. If the company reduces the working day, the worker can receive the paycheck after 12:00 on Thursday, and the date should be paid on the normal pay date.

Second medical examination

The company-designated doctor shall submit a report of the examination or eye examination to the employee's personal doctor if the employee and his or her doctor make a written request after performing physical, mental/psychological or medical tests on the employed worker.

Article 3 Company Salary to Employees

Managers shall not engage in work as defined in this Agreement, with the following exceptions:

A. Educate and/or train workers and trained managers;
B. Engage in the necessary work during difficult times;
C. The necessary work for the commencement of production of new products, of course, workers who are formally arranged for such work referred to in this paragraph shall play an assistant role in the work arranged;
D. Engage in the necessary testing work;
E. Trained managers must not replace negotiating unit workers, but workers in negotiating units can be used to guide trained managers.

Article 4 Subcontracting of maintenance work

A. As long as there are equipment and qualified personnel, the company shall not subcontract the maintenance work of the maintenance work performed by the workers assigned to the negotiating unit, except for the following temporary circumstances:

i. When it is necessary to replace the completed workers;
Ii. It is necessary to replace workers who have been granted leave;
Iii. When it is necessary to replace the workers on vacation;
Iv. It is necessary to replace workers who are absent from work due to injury or illness.

B. The parties understand and agree that the company obligations set forth in this Article shall not apply to the maintenance of workers who are qualified to perform the work and the lack of maintenance workers to perform the required work, and agree that the maintenance personnel included in this Agreement shall be supplemented by each Weeks are arranged for 5 working days.

C. The company may not subcontract a portion of the repair work normally performed by workers during the normal working week on Saturdays or Sundays unless they are scheduled or provided for 6 days of work per week.

Article 5 Part-time workers and temporary workers

Part-time workers and temporary workers must not be employed to achieve the goal of forcibly reducing formal full-time workers. Temporary workers can only be employed for a short period of time, no more than three months, and only three months of summer students. If the temporary worker’s employment period is more than 3 months, it should be regarded as a formal worker with seniority.

Chapter III Disciplinary Action

First reason

The company shall not exercise the right to dispose of, suspend or dismiss a worker who is entitled to seniority unless there is a sufficient justifiable reason.

Second notice

Before a worker who is required to pay for an event to leave the factory, the company operator shall call the representative of the worker, if he is in the factory, or any other union representative who is not in the factory, to the designated office or The purpose of the location is to inform them that the worker will be required to leave the factory and to hear the worker’s statement about his situation. Of course, such a meeting does not constitute a hearing. At this time, the worker's representative is present only to accept the notice that the worker will be required to leave the factory and to hear the worker's statement. Cases involving unpaid debts, late arrivals and absenteeism must be required to leave the factory after the hearing; but both parties agree that the department’s trade union representatives or their representatives should be notified to attend the hearing before the hearing of the hearing.

Article 3 Handling Hearings

Within 48 hours of the worker being sent to the factory, the employee relations manager or his representative shall hold a disposition hearing at the designated office. The worker has the right to attend the hearing, and the representative of the worker or the representative of the worker has the right to represent the worker at the hearing, and both parties should allow the witness to be present to confirm the facts and circumstances of the case. The chairman of the factory trade union committee, if requested, can attend the hearing.

Article 4 Hearing Record

The company shall, within 5 working days from the date of the hearing, provide the Chairman of the Factory Trade Union Committee with the written record of the hearings specified in Article 3 above, including the company's disciplinary statement, if any. A statement of the outcome of the disposition, if any, shall be counted from the time the union receives the record.

Article 5 Dissatisfaction with the punishment

If the worker dissatisfies the company's disposition in this chapter, it should follow the first step of the opinion statement procedure; if it is dissatisfied with the dismissal, follow the third step. If it is finally proved that the reasons for the disposition of the worker are insufficient and justified, then the worker’s identity before the punishment should be restored, and the resulting loss of wages, if any, should also be compensated.

Article 6 written criticism

Within one year after the written criticism is filed, if there is no violation of the disciplinary action, the written criticism should be withdrawn from the worker's employment file.

Article 7 trial workers

Both parties understand and agree that this chapter does not apply to trial workers.

Chapter IV Leave

The first one

A. Under special circumstances, the current practice of allowing companies to leave their jobs for a short period of time to handle private matters will continue to be implemented. In such special circumstances, the seniority of the worker should be retained and calculated cumulatively, and returned to the post before the leave of absence, if the terms of the relevant provisions provide for this, and the worker returns to work when the holiday is over.

B. A copy of the leave of absence should be provided to the union for more than 3 holidays with a specified working day and appropriate leave agreed by the employee relations manager.

Article 2 due to trade union affairs

According to the written notice of the chairman or director of the factory trade union committee, the following workers should be allowed to leave the family: the workers elected as representatives of the farmer's trade union and the working hours committee; the workers elected as members of the local trade union election committee; the trade union representatives who participated in the negotiation of the company contract, and engaged in Local union representatives who prepare for the arbitration of the appeals procedure. The parties agree that the workers who are allowed to leave for leave in accordance with this section shall not exceed 5 persons at a time.

Article 3 due to military service

A. Nothing in this Agreement shall be contrary to the obligations of the company required by the Compulsory Military Service Act and its amendments to the services of the workers required by this law and the amendment.

B. Workers participating in the Peace Corps should enjoy the same preferential conditions as workers joining the United States Armed Forces and should be re-employed under the same conditions. This clause only covers one enlistment.

Article 4 because the jury provides services

A. If a worker is required to provide services to the jury, or is required to appear before the court to be examined by the jury committee, or to be called to testify and uncover testimony, or to provide testimony during the court proceedings, then The difference between the normal remuneration necessary to provide the loss of this service and the compensation received for the provision of the service shall be reimbursed, but shall not be payable on the day the worker is not working for the factory under normal working arrangements.

B. Workers who are eligible for compensation must:

i. Immediately notify the caller of the receipt of the call to provide the service;
Ii. Provide the foreman with appropriate evidence of such services.

C. If the first or second class of workers ends this service in the morning, they must report to the rest of the day. If the worker does not report to continue working, the compensation is limited to the actual time lost before the end of the service. If the worker ends the service after 12 noon, there is no need to return to work.

D. The third class of workers can choose not to serve the service before or immediately after the service. The worker must inform his or her direct supervisor of his or her choice before going to work.

E. The time for the company to pay in accordance with this clause shall not be counted as the daily working hours.

Article 5 due to funeral

A. When the immediate family members of the workers die, they can enjoy three normal working days of funeral on the three natural days after the death as required. After the worker informs the company, the day of the death of the relative may be selected instead of the second day after the death as the first day of the vacation.

B. After a written application for this matter, the worker’s vacation on the normal working day should be paid. The remuneration of time-based workers should be calculated according to the wage rate of normal working hours, and the piece-worker is calculated according to the working rate of their occupational labor level, but neither of these cases includes shifts, overtime bonuses and other forms of bonuses or rewards. The hours of work thus calculated shall not be counted as overtime hours.

Article 6 Due to approved holidays

Workers who use approved vacations for purposes other than those described in the leave request should be subject to disciplinary action. If a worker does not report to work after the holiday, he shall be deemed to have resigned automatically unless he has a compelling reason.

Article 7 Retention and accumulation of seniority

If the worker returns to the original post after the expiration of the approved holiday, the seniority of the vacation period shall be retained and calculated cumulatively.

Article 8: Obtaining the hours of work

A. Workers with seniority can complete the scheduled work hours for each work week, excluding the overtime hours, Saturdays, Sundays or days when they do not work.

i. Even if a worker uses part of a work week instead of all of the normal work hours to perform the following activities and is absent, he is eligible for reward hours. These activities include the provision of services to the jury, mourning, trade union affairs, holidays, breaks of work hours and annual leave of no more than one week arranged by the company, and workers’ enjoyment of compensation for work-related injuries under the terms of this Agreement. time.

Ii. Workers who work full time during each work week receive 1 hour of reward time.

B. The company should arrange for retired work hours, and should try to meet the leave requirements of workers. Workers should notify their immediate supervisor at least one week in advance, but in an emergency, they may not be notified one week in advance. Reward hours can be accumulated to 4 or 8 hours.

C. If the number of workers on leave under this section severely affects production and maintenance requirements, the number of people on leave can be limited. If the union raises a question about the program that affects production and maintenance requirements, it can immediately review the resolution with the employee relationship manager.

D. The time-based workers' reward working hours allowance is calculated according to their normal hourly wage rate, and the piece-worker is calculated according to the hourly wage rate of their occupational labor level, and does not include any bonus. The allowance for accrued and transferred to the next year's reward working hours, such as the working hours immediately after the first payment period of the financial year, will be determined according to the wage rate at the end of the year. Reward for working hours or allowance payments will first consider the earmarked working hours for the earliest transfer.

E. If the worker has already enjoyed the seniority, the rewarded working hours will be paid without the arrangement of the leave under the following circumstances:

i. Dismissal
Ii. resignation
Iii. retirement
Iv. Layoffs
v. death
Vi. Leave for more than 6 months

Chapter V Safety and Health

Article 1 Safety Regulations and Regulations

The company and the workers, trade unions and their representatives included in this Agreement shall comply with all reasonable factory regulations regarding hygiene, safety facilities and sanitary conditions.

Article 2 Protective clothing and protective equipment

The company shall provide specialized protective clothing and safety equipment for positions it deems necessary. If the safety boots are damaged during the scheduled work, the company will provide the workers with a $25 compensation at the price verified by the purchase order during each contract year. The company will provide new safety glasses to senior workers, arrange for designated inspectors to perform tests, and pay workers $10 per year for repair or replacement of glasses.

Third damage tool

The company will replace the old or damaged tools used by the company's workers with the same products manufactured by Snoop, Kraftsman and others. The company will provide maintenance workers with a safe repair tool, provided that the company will not be held liable if the tool is lost.

Article 4 Safety Committee

A. The company agrees that the union can designate five workers, one of whom must be appointed from the second and third classes to serve as a member of the company's safety committee.

B. The company's safety committee will convene a meeting to discuss safety and health issues at the factory and make recommendations based on the company's designated chairman's arrangements. The company will provide remuneration to the members attending the meeting. If it is a timekeeper, it will be paid at the normal hourly wage rate. If it is a piece-rate worker, it will be paid according to the hourly wage rate of its professional labor level.

C. The minutes of the safety committee meeting, including all recommended records, are retained by the committee's management. A record should be provided to each member and a record should be submitted to the employee relations manager for archival purposes.

Chapter VI Representatives of Trade Unions

The first general representation

In the course of the implementation of this Agreement, the representative of the trade union shall be the representatives of the departmental trade unions, factory trade union committees, factory trade union committees and trade unions working hours. Both parties understand and agree that each worker representative identified in this chapter shall be a worker who has expired during the probationary period.

Article 2 Worker representatives of the trade union department

A. Permission

In the first step of the appeals procedure, the trade union department worker's representative shall represent the trade union, and its permission shall be to deal with the dissatisfaction opinion according to the appeal procedure in the area where the trade union representative service area is confirmed.

B. Number of people

Every 50 workers or departments with 50 workers should have a department worker representative, and such representatives should have at least 6 people.

C. Obligations and responsibilities

i. Representatives of departmental workers should be allowed to go out of production to fulfill their responsibilities when acting as a union representative in accordance with the first step of the seventh chapter of the appeals procedure. However, the department worker representative can only leave the position after requesting the worker or employee relationship manager and requesting approval from the worker.

Ii. A worker’s representative who leaves the post should notify his or her agent or the agent appointed by the foreman before he leaves. If the worker’s representative needs to enter the permission outside his own department for the reasons stated in paragraph A, he must obtain written permission from the department through the agent appointed by the foreman or the foreman when he is absent, and The pre-appeal notice is prepared to enter the department's foreman.

Iii. From the effective date of this Agreement, workers' representatives can leave their positions for up to three hours a week, and the company will pay. Compensation for this time, if it is a timekeeper, should be based on its normal hourly wage rate; in the case of a piece-rate worker, it is based on the hourly wage rate of the occupational labor level, and neither case includes shift change or overtime. Bonuses and any other form of bonus or rewards.

Article 3 Single member of the factory trade union committee

When dealing with dissatisfaction and attending a meeting in accordance with the second step of the appeals procedure, the union shall be represented by a representative of the factory trade union committee.

A. Permission

The authority of a single member of the Factory Workers' Committee is to dissatisfy the second step of the appeals procedure in the area where he is authorized to serve as a member of the trade union committee.

B. Number of people

The factory trade union committee consists of five members, one of whom is the chairman and three of whom are elected from different geographical areas of the factory. One of the members must always be the second or third class of workers.

C. Obligations and responsibilities

i. Members of the factory trade union committee shall, when exercising their responsibilities as a member of the factory trade union committee to deal with the second step of the appeals procedure, or when exercising their duties as a member of the factory trade union committee as provided for in Article 4, shall be permitted to perform their duties.

Ii. The member of the factory trade union committee who is preparing to leave the post shall notify the foreman or the agent designated by the foreman when he is absent before leaving or returning. If a member of the factory trade union committee needs to enter the permission outside his own department for the reasons stated in paragraph A, he must obtain written permission to leave the department through the agent appointed by the foreman or the foreman when he is absent. The foreman of the department that is prepared to enter the relevant pre-appeal notice.

Iii. The chairman of the factory trade union committee, if necessary, should allow him 12 hours a week to fulfill the duties of the chairman of the committee. Members of other factory trade union committees are allowed to have four hours per week to perform their duties as members of the factory trade union committee or members of the committee meetings permitted by this chapter. Allowable time compensation, if it is a timekeeper, should be based on its normal hourly wage rate; in the case of a piece-worker, it is based on the hourly wage rate of the occupational labor level, and neither case includes shift or overtime. Bonuses, as well as any other form of bonus or rewards.

Article 4 Factory Trade Union Committee

A. Permission

The Factory Trade Union Committee shall, as a whole, represent the trade union in the third-step appeals procedure and arbitration procedure and shall represent the trade union in a special or daily meeting designated in Article 5 of this Chapter.

B. Obligations and responsibilities

In order to achieve the objectives of the Factory Trade Union Committee, the Factory Trade Union Committee may use the permitted privileges set forth in Article 3 in accordance with this Article.

Article 5 Joint Meeting

Both the company and the union recognize the value and importance of misunderstanding through full discussion and to maintain a harmonious relationship within the jurisdiction of this Agreement. The two parties agree that the company and the factory trade union committee will hold a joint meeting on the request of either party, and reach the following consensus:

A. Any party should submit the provisional agenda, including the main issues for discussion, to the other party at least five days before the meeting is expected. Additional issues may be included in the agenda of the meeting either before or at the meeting.

B. These meetings are not intended to evade and/or replace the appeals program.

Replacement of Article 6

Each representative referred to in this chapter shall have an accredited substitute as specified in the following clause, which in the absence of the representative may work in the same area with the same permission.

Article 7 Qualification

A. The Chairman of the Factory Trade Union Committee shall notify the Employee Relations Manager in writing of the list of representatives referred to in this chapter and their replacements within 20 days of the effective date of this Agreement. The name of the recognized representative and its substitute, the department and its location should be indicated on the list. The company may not recognize any unqualified representative or a representative who has been qualified but has not completed the probationary period.

B. The Employee Relations Manager shall notify the Trade Union in writing within 20 days from the effective date of this Agreement of the full list of the supervisors and their substitutes in the first-step appeal procedure, detailing that each supervisor has the right to deal with The department and area of ​​the complaint should also state that the substitute person of the supervisor can replace the supervisor and exercise the power in the absence of the supervisor, or replace the supervisor. The Employee Relations Manager should immediately communicate the changes to the Chairman of the Factory Committee when the list of supervisors changes.

Article 8: Representatives of trade union working hours

A. The union shall send a trade union working research representative to receive training from the company for no more than 4 weeks. After the employee's training is over, he should return to his usual daily job at the factory.

B. Trade union time research representatives can only fulfill their obligations when conducting joint research with the company's working hours researchers. Dissatisfaction when the dissatisfaction is caused by the permanent reward salary standard, including the failure of the parties to the satisfaction of the estimated reward salary standard or the new additional content in the first and second step of the appeal procedure. In the opinion, the company or the union can request a joint study. These changes and new additions should be included in the joint study when it comes to changes in the estimated incentive wages. Every effort should be made to complete the joint research mission by the date of the third step.

C. The trade union research representative shall not participate in the formulation of new incentive wages under any circumstances, except when the existing incentive wage standard becomes the object of the dispute, or when the company or the union meets the requirements for joint research in accordance with paragraph B of this article. Action can be taken.

D. The company agrees to pay remuneration for the lost time of work of the trade union working research representative due to participation in joint research and analysis of data since the date of entry into force of this Agreement. Each person can get up to 3 hours of compensation per week. For example, the trade union research representative represents more than 3 hours of research per week. The time exceeded should be paid by the union, but the company will pay for the time spent according to its direct requirements and conduct joint work and data analysis according to its direct requirements. The time spent on the time. The time they spend will be paid according to the direct timing income of each trade union research representative. This method includes timekeepers, or professional labor grades and piece-workers, but does not include shifts or overtime pay or any other form of bonus or incentive wages.

E. If the company wants to transfer the union's working hours representative away from the negotiating unit, the substitute person of the trade union working research representative shall be funded by the company, and the salary shall be paid according to the employee's direct working income.

F. If it is the action other than the one mentioned in the above paragraph 5, the training expenses for the trade union representative on behalf of the substitute shall be fully borne by the trade union.

G. When selecting a substitute, the union should submit a list of five workers who must meet the company's eligibility requirements. The company will select two candidates from the five who it believes will be able to complete the task, and then the union will select one of the two to receive training.

Chapter VII Appeal and Arbitration

Article 1 appeal

A complaint is defined as an dispute arising from an employee or union with the company explaining, applying or allegedly violating the terms of this Agreement.

Second appeal procedure

Efforts should be made to resolve complaints through informal consultations between the complainant and his team leader or designated representative. If an employee claiming to be infringed requests it, the appropriate departmental union representatives are required to participate in such informal consultations. The parties agree that all appeals must be filed within 5 days of the incident that caused the appeal.

The first step - between the victim employee and the workshop union representative and the employee's team leader.

A. If the appeal is not resolved through the above informal means, the complaint can be written as a written material and signed by the victim employee and the departmental union representative before being submitted to the team leader. All such complaints must be submitted to the team leader within 5 days of the occurrence of the incident, and the statement of the incident listed in the complaint violates which chapter and the specific solution sought.

B. The team leader shall discuss the appeal with the employee and the departmental trade union representative. If the appeal is not resolved, the written reply shall be submitted within 5 working days from the date of receipt of the appeal as stipulated in paragraph A above.

C. If the appeal is still not resolved after the first-step appeal procedure, and the complaint is not submitted to the second-step appeal procedure within 5 working days after the team leader has written a response in the first-step appeal procedure, the appeal is submitted. It can only be resolved on the basis of the written reply of the team leader, and no longer has the qualification to request further processing.

The second step - on the day of the plant's highest principal or his designated representative and members of the factory trade union committee in the area where the complaint occurred.

A. Company representatives should discuss with the appropriate factory trade union committee members the complaints submitted to the second-step appeals program in accordance with the above provisions. If the appeal has not been resolved, a written response to the appeal shall be submitted within 5 working days of the normal arrangement from the date of receipt of the written appeal in accordance with the provisions of paragraph C of the C.

B. Any appeal will not be submitted to the third step within 5 working days from the date of the written response from the company representative. The appeal can only be resolved on the basis of the written response from the company representative and will no longer require further processing. Qualifications.

C. If any complaint submitted in writing to the Employee Relations Manager involves disciplinary action and seniority issues, the complaint file may be submitted directly to the applicant within 5 working days from the date of the incident or condition that caused the appeal. Three-step appeal procedure processing. General complaints, complaints about safety and health, and complaints from the team leader regarding major issues outside the scope of the permit can be handled using the second step of the appeals process.

The third step - between the employee relationship manager and the plant's highest principal or his designated representative and the factory union's factory trade union committee.

A. If the appeal is still unresolved after the completion of the second step of the appeals procedure, a meeting shall be held within 10 working days between the factory trade union committee and the appropriate company representative, after the company representative has responded in writing in the second step. In the discussion, the chairman of the factory trade union committee shall submit to the employee relationship manager at least 3 working days in advance of the agreed meeting date the list of appeals required to be discussed at the meeting, including the number of each appeal and the shortness of each complaint by the factory trade union committee. Description.

B. The manager of the relationship manager shall send a written reply to each complaint handled by the company's third step to the factory trade union committee and its injured employee within a maximum of 5 working days after the meeting discusses the appeal.

C. If the appeal file is not submitted to the fourth or fifth step of the appeal procedure within 10 working days from the date of the company's written response to the third-step appeal procedure, the appeal must be based on the written response. Processed and no longer qualified for further processing.

D. The parties agree and understand that the union may choose to have its international representatives participate in the third step. If the union decides to adopt this method, then the fourth step of the appeal procedure will be automatically cancelled. The unresolved appeal will only be submitted to the fifth step of the appeal procedure in accordance with the third step of the C paragraph.

Step 4 - If the fourth step is not cancelled by the union in accordance with the terms of the third step above, then the procedure should be in the employee relationship manager, the plant's highest principal and/or its designated representative and the chairman of the local factory trade union committee. And between international representatives of international unions.

A. If there is an unresolved appeal after the completion of the third step, the appeal should be discussed at the first meeting of the appropriate personnel of the two parties after the employee relationship manager has provided a written response in the third step. The International Representative or his designated representative shall submit to the Employee Relations Manager at least 5 working days prior to the scheduled meeting date the list of appeals to be prepared at the meeting, including the number of the appeal and the international representative or his designated representative for each appeal. A brief description.

B. All eligible complaints submitted to the fourth step of the appeals program will be sent to the Chairman of the Local Factory Trade Union Committee and the victim himself within 10 working days after the end of the meeting to deal with the appeal.

C. All appeals processed by the fourth step and submitted to the fifth step within 10 working days after the date of the company's fourth step written response shall be processed on the basis of the above replies and no longer have requirements. Eligibility for further processing.

The fifth step involves complaints that describe and enforce the terms of this Agreement and have been processed through this appeals procedure, and only such complaints can be processed by submitting the arbitration procedure specified below. If the union wishes to submit the complaint to the fifth step, it must send the complaint to the employee relations department by written notice within 10 working days from the date of the company's written response in the third or fourth step. manager. The arbitration process shall begin with the arbitrator selected by the Employee Relations Manager and/or its designated representative and the union within 7 days of the issuance of the notice. If the parties do not elect an arbitrator within the stipulated time, they should request the Federal Coordination and Mediation Committee to send a five-member expert group. The Employee Relations Manager and/or its designated representatives and trade unions have the right to draw 2 people from the list of experts. The party requesting the arbitration may first draw one person and then the other party to one person; after each party has one more person, the remaining one is the selected arbitrator. If the arbitrator can judge the interrelationship between the facts stated by the parties, either party has the right to state the opinions requested to the arbitrator. The arbitrator's ruling shall be final and binding and shall be in writing. A copy of the signed award shall be served on either party. The arbitrator has no right to replace, alter, abridge or add to the terms of this Agreement, but has the right to invoke and interpret the terms of this Agreement in order to comply with the complaint. The parties bear their own expenses, and the cost of the arbitrator's handling of the appeal should be borne by the company and the union.

Article 3 Binding of the Agreement

All agreements reached between the union and the company in the second, third and fourth-step appeals are final and binding on the employees involved.

Fourth time limit

The parties agree and understand that the time limits established in any step of the appeals process can be extended with mutual understanding.

Article 5 Investigation of International Representatives

Representatives of the International Union Union and/or their representatives, after giving written notice to the Manager of the Employee Relations Department, may go to the factory during the working hours to investigate the appeals that have lodged a complaint against the third or fourth step of the appeals procedure. The condition is that such an investigation should not interfere with and interfere with the company's work schedule.

Article 6: Appeals arising from reward wage standards

Complaints arising from the award of wages and salaries may be dealt with from the third step in accordance with the provisions of Articles I, J and K of Article XIV of Chapter 14.

Chapter VIII

Determination of the first year

The scope of the determination of the length of the worker shall apply to persons who are temporarily dismissed for lack of work, who are re-recalled to work after dismissal, and other persons with specific provisions.

Second definition

A. The term "years" refers to the relevant grades of the company's seniority and departmental years of income enjoyed by workers based on continuous work.

B. The terms “qualified” and “qualified” used in this chapter in relation to workers refer to the traits that are considered necessary for workers to successfully complete their tasks under normal supervision.

The third trial period

The first three months of the worker’s last consecutive work were considered a probationary period. During this period, the company is not responsible for continuing to hire him, and dismissal of the probationary worker should not be the reason for the employee to file a complaint. After the trial period expires, the length of service should be counted from the first day of the employment period.

Article 4: Establishing a list of seniority

A. Year of factory

Based on the existing list of factory years that have been established, the factory year list should include all workers except the probationary period.

B. Departmental seniority

i. All workers should determine the length of the factory based on the department's seniority.

Ii. As the provisional dismissal as stipulated in Article 6 of this Chapter is also counted as the length of service, if a worker is transferred to a new position from a post that has established his factory's seniority according to his department's seniority, he should be based on the departmental salary he transferred. When determining the age of the factory. After the transfer, the workers will still retain the original department's seniority and calculate it. If the original department needs it, he must return to the original department.

Iii. For reasons other than the temporary dismissal of a lack of work, the employee transferred to another new department by the department whose establishment of the factory’s seniority has been permanently established according to the department’s seniority shall be based on the date on which he transferred to the new department. Years to determine all long-term factory years.

Iv. According to the provisions of Article 3 of this Chapter, after the new employee has worked for 3 months, the name and the date of calculation of the seniority shall be recorded in the factory year and the department's seniority list. In the latter list, the date of employment shall be tested from the 3 months. When the period expires.

v. All employees with seniority are entitled to two years of age, namely the length of the factory and the length of the department.然而，這兩種年資都將受本章條款的約束。

第五條年資的中斷

A.在僱員被臨時解僱和被召回重新恢復工作時，公司將首先考慮其年資問題。

B.在僱員被臨時解僱或在解僱之後又被召回重新工作時，公司可根據當時的特殊環境指定一些仍需要其服務的僱員留下。這些僱員，不管其年資如何，都可留下或被召回重新工作。事實上這些被指定留下的工人不會影響其正常年資的確定，而且還可迅速恢復其因某些特殊原因被中斷了的年資。

C.本章條款不適用於下列情況：在編製年冊清單和進行年休假期間，或因機器或設備損壞和大修、缺乏原料、顧客取消或改變訂單、水災、火災以及其他惡劣氣候的出現等原因，必須臨時解僱職工３個工作日或不到３個工作日期間。

第六條暫時解僱

當必須裁減某一崗位上的僱員人數時，其裁減的程式如下：

在某一部門內裁減勞動力時，具有年資的工人享有下列的權利：

A.應首先從受影響的部門裁減試用人員，之後再從部門年資最低者開始裁減具有年資的僱員。但是，在任何情況下，留在部門的工人都必須是能夠勝任工作要求的人員。

B.公司應按下列順序把從受影響的部門裁減下來的工人安排到其他部門：

ｉ．首先，要滿足公司用人的需求，如果有這種需求的話，應在該僱員工作的原有部門另行安排工作。如果該部門沒有空缺位置，那麽就按公司的要求在工廠的其他部門予以安排。

ｉｉ．其次，如果按第一步驟不能安排的話，那麽該僱員隻要能工作，可讓其替換該部門的試用人員。如果該部門沒有他能勝任的由試用人員從事的工作，那麽可讓他替換在其他部門從事他能勝任的那種工作的試用人員。

ｉｉｉ．再次，如果按上述兩個步驟還不能安排，那麽可讓他取代從事他能勝任的那種工作的具有最低工廠年資的僱員。

註：雙方同意，根據上述規定，不論是採取安置還是替換措施，該工人都必須具備公司認可的勝任工作所需要的能力。

第七條召回崗位

A.一旦出現某些工人回崗的機會，被工廠解僱的工人將根據其自身的工廠年資情況被召回崗位重新工作，但不管什麽情況，他們必須具備勝任工作所需要的能力。

B.根據第六條的規定，被裁減的僱員或本條Ａ款所提及的僱員此後將被召回該崗位重新工作，在此崗位上他們的工廠年資根據他們原先的部門年資將被確定為部門年資，但不管什麽情況，他們必須具備勝任工作所需要的能力。

第八條解僱和召回僱員名單的寄送

應向僱員關系部寄送和提供將被解僱或召回的僱員名單，並應在工人被解僱或召回之前將名單影印件提供給工會主席。如果某僱員年資被中斷的話，應在名單中作出說明。

應在預定解僱之前至少提前３個工作日將有關情況通知將被解僱的僱員。

涉及到有關解僱或召回崗位問題的申訴程式不得改變，除非在自解僱和召回之日起５個工作日之內向公司提出申訴。

第九條年資的終止

已獲得年資的任何工人都可因下面原因中的任何一個原因失去年資和工作：

A.如果他辭職的話－－不管是通知公司，還是在沒有正當理由的情況下連續曠工３個工作日。

B.如果他被解僱的話。

C.如果他在被工廠臨時解僱之後，接到公司按他最新地址發出的召其回崗的書面通知１０天以內不到崗報到的話，除非確實生病或有其他適當的理由。已被解僱並希望仍保留其年資權利的工人須將其住址通知公司。

D.除因正式請假、工廠造成的工傷或服兵役以外而造成的缺勤時間同其缺勤前的年資相等者。

第十條從年資名錄中調出

A.任何在此之前已被提升或調入薪給階層工作崗位和／或調到本協定不包括的任何工作崗位上去的工人和後來又回到本協定所履蓋的工人群體或單位的工人，其部門年資和工廠年資應予累計計算並予以重新確立。

B.任何在本協定生效之後被提升和調動，並在此後４年內又回到了本談判單位的工人，應享有上述Ａ款所規定的工人的權利。

C.當根據上述Ａ款或Ｂ款調出，而後又不是按照自己或公司的請求調回本談判單位的工人，應回到他調離以前的工作崗位上去。如果那一崗位已不復存在或者他的年資又不足以使他回到那一崗位上去的話，那麽應根據本章的規定對其另行分配工作。

第十一條關於職位空缺訊息的公布

A.當有的部門必須增員時，公司將根據本條的規定按照下列程式公布有關職位空缺的訊息。

B.例外情況：

公司在下列情況下將不得公布職位空缺的訊息：

ｉ．如果存在任何通過本章第六條的實施從現有空缺的職位上解僱，而按本章第七條規定又有資格被召回崗位重新工作的工人的話，這一職位空缺的訊息將不得公布。

ｉｉ．根據公司的準確判斷屬於臨時性的，也就是不滿６０天的職位空缺，不應被列入職位空缺的範圍，公司也不得予以公布。

C.公司應將職位空缺在適當的布告欄公布。公告內容應包括：現有職位空缺的職業分類、勞動等級，以及工人申請職位空缺所必須具備的資格條件。雙方一致同意，公司有權為已公布的每一個職位空缺製定出必要的資格條件。

D.除在現有職位空缺的部門供職的工人外，任何有資格或自認為有資格，並具有年資的工人都可以在規定的時間內向僱員關系部經理遞交填寫好的“職位空缺申請書”，申請這一職位。

E.任何在現有職位空缺的同一部門工作的工人，都可請求其工段長將其派往空缺的職位工作。如果請求派往空缺職位的工人超過１人以上，工段長可參照上述Ｃ款的規定，指派部門年資最長的工人遞補空缺，條件是，此人須具有完成該項工作的能力並在布告規定的有效申請期以內提出此項請求。

F.在職位空缺的訊息公布滿２個工作日時，公司應從布告欄將布告撤走，並不再接受職位空缺申請。公司應從申請檔案中挑選合格者，如果合格者超過１人，將按下列程式從中挑選：

ｉ．根據申請人的工廠年資從工廠各部門挑選資深的合格工人。

ｉｉ．如果公司認為，申請者均不合格，公司可調動或僱傭工人填補空缺。但是，如果空缺仍然存在，且在２個月以後仍未能填補，將須重新張榜公布此職位空缺訊息。