contract between united food and commercial workers … · contract between united food and...

Contract

Between

UNITEDFOODANDCOMMERCIALWORKERSUNIONLOCAL1189

AND

CONSUMER’SCOOPERATIVEASSOCIATIONOFEAUCLAIRE

Effective

SEPTEMBER1st,2011–AUGUST31st,2013October1st,2013–September30th,2016

UFCWLocal1189Office 1‐800‐942‐3546FAX1‐218‐728‐5178

WEB:www.ufcw1189.org

TABLEofCONTENTS–UNIONAGREEMENT

AGREEMENT

ThisAGREEMENTismadeandenteredintothis1stdayofOctober,2013,byandbetweentheCONSUMERSCOOPERATIVEASSOCIATIONOFEAUCLAIRE,EauClaire,Wisconsin(hereinafterreferredtoastheCompany),andUNITEDFOODANDCOMMERCIALWORKERS,LOCAL1189,(hereinafterreferredtoastheUnion).

ARTICLE1

RECOGNITION1.1 (a)ExclusiveBargainingAgent: It isagreedthatUnitedFoodandCommercialWorkersLocal 1189, shall be the sole and exclusive bargaining agency for all Group 1Full‐Time(Skilled, Lead, and Clerk) employees and Group 2Regular Part‐Time employees of theCompany, and including “regular part‐t” employees of the Companybut excluding thefollowing: full‐time and all part‐time employees classified as office personnel, temporary,seasonal, Casual employees, and student personnel; and all managers, assistantmanagersandmanagertrainees,andsupervisorsasdefinedbytheact.

(b)Coverageonallemployeeshired foranynewfacility,departmentorretailestablishmentwithinthecountyofEauClaire,notinexistenceonApril1,2003shallbenegotiatedatthetimesaidfacilityisadded.

(c) Because of conditions contained herein pertinent to covered full‐time employees and"regularpart‐time" employees in regard to seniority clauses andother clauses, the full‐timeemployeesshallbedesignatedasGroup1employees,and"regularpart‐time"employeesshallbedesignatedasGroup2employees.

(d)"Regularpart‐time"employee(Group2)isdefinedasanemployeenotintheexclusionlistabove

in section 1.1 (a) who shall regularly and continuously be scheduled every weekapproximatelythirty(30)hoursweekly,excepttheymayworkgreaterthanthirty(30)hoursinweeksundertheprovisionsassetforthinthiscontract,butnotlessthan20hours.

(e)“Casual”employeeisdefinedasanemployeewhoregularlyworkslessthan20hoursperweek.

Thiscategoryofemployeesisnotpartofthebargainingunit.(f) Effective September1st, 2011, the Companyagreescardcheckneutrality forany newfacility,department,orretailestablishmentnotinexistenceonAugust31st,2011.

11.2 UNIONSHOP:ItshallbeaconditionofemploymentthatallemployeesoftheemployercoveredbythisAgreement,whoaremembersof theunioningoodstandingontheeffectivedate of this Agreement, shall remain members in good standing, and those who are notmembersontheeffectivedateofthisAgreement,shall,providedtheyareGroupIFull‐TimeorGroup IIRegular Part‐Time employees on the 1st 13th day of May September 20112014,become and remainmembers in good standing in theUnion. It shall also be a condition ofemploymentthatallGroup1Full‐Time,andGroup2RegularPart‐Timeemployeescoveredby this Agreement and hired on or after its effective date, shall, provided they are Group 1Full‐TimeorGroup2RegularPart‐Timeemployeesonthe30thdayfollowingthebeginningof such employment, becomeand remainmembers in good standing in theUnion. Group2employeesmaywork greater than 30 hours perweekwithout being automatically Group1employees.

1.3 Any Group 1 Full‐Time or Group 2Regular Part‐Time employee who was anemployee of the Company on the date of ratification of this agreementAgreement, whopreviouslyenjoyedawagerate,aconditionofemploymentorbenefit,shallnotsufferanylossto such wage rate as a result of this agreement Agreement but shall be recognized as a"grandfathered"employeetopreventlossofanysuchwagebenefitand/orconditionrate.AnyFull‐TimeorRegularPart‐Timeemployeelistedwithinthegrandfatheredlistprovidedto theUnion on or beforeApril14,2014,whopreviously enjoyed abenefit shallnotsufferanylossofsuchbenefitasaresultofthisAgreementbutshallberecognizedasa“grandfathered”employeetopreventlossofanysuchbenefit.

1.4 DUESCHECK‐OFF:

(a)TheCompanyagreestodeductUnionduesandinitiationfees(ifdueandowing)fromthewagesofeachemployeewhovoluntarilyprovidetheCompanywithawrittenauthorizationwhichshallnotbeirrevocableforaperiodofmorethanone(1)year,orbeyondtheterminationdateofthisAgreement,whicheveroccurssooner.SuchdeductionwillbemadebytheCompanyfromthewagesoftheemployeesduringeachcalendarmonthandwillbetransmittedtotheUnion,notlaterthanthe15thdayofthefollowingmonth.Intheeventthatnowagesareduetheemployee,orthattheyareinsufficienttocovertherequireddeduction,thenecessarydeductionshallbemadefromtheemployee’swagesintheimmediatefollowingmonth.SaidamountwillthereuponbetransmittedtotheUnionnotlaterthanthe15thdayofthefollowingmonth.Togetherwiththetransmittalofdeductionsreferredtoabove,theCompanyshallfurnishtheUnionwithalistoftheemployeesforwhomdeductionsweremade.TheUnionagreestorefundpromptlyanyduesfoundtohavebeenimproperlydeductedandtransmittedtotheUnionandtofurnishtheCompanywitharecordofsuchrefund.authorizessuchdeductionsinwritingbysigningtheformsetforthbelow:

Date_____________,20__

IherebyauthorizetheCONSUMERSCOOPERATIVEASSOCIATIONOFEAUCLAIREtodeductfrommywagestheUnionmonthlymembershipduesandtoforwardthemtothefinancialsecretary‐treasurerofUNITEDFOODANDCOMMERCIALWORKERS,LOCAL1189.

Iagreethatthisauthorizationandassignmentshallremainineffectuntilrevokedbyme,asprovidedbelowandshallbeirrevocableforaperiodofone(1)yearfromthedateabove,oruntiltheterminationofthecontract(includinganyextension,renewalormodificationthereof)betweentheCompanyandtheUnion,whicheveroccurssooner,atwhichtimeitmayberevokedbywrittennoticegivenbymetotheCompanyandtheUnion,notmorethantwenty(20)daysandnotlessthanten(10)dayspriortotheexpirationofsuchtime.Ifnosuchnoticeisgiven,Ifurtheragreethatthisauthorizationandassignmentshallbeautomaticallyrenewedandbeirrevocableforsuccessiveperiodsofone(1)yearthereafteroruntiltheterminationofthecontract(includinganyextension,renewal,ormodificationsthereof)betweentheCompanyandtheUnion,unlesssuchwrittennotice,asaboveprovided,isgivenbymetotheCompanyandtheUnionpriortotheendofeachsuchperiod.

2TheunionagreestoindemnifyandholdtheCompanyharmlessfromandagainstanyandallclaims,demands,suits,cost,legalexpenses,andanyotherformsofliabilitybroughtorissuedagainst the Company as a result of any action taken or not taken by the Company for thepurposeofcomplyingwithanyoftheprovisionsofthissection.

(b)TheCompanywillcollectandforwardmembershipapplicationformsfornewhiresonbehalfoftheUnion. (c)TheCompanywilldeductcontributionstotheUFCWActiveBallotClubfromthewagesofanyemployeewhovoluntarilyprovidestheCompanywithawrittenauthorization.TheCompanywillsendallsuchdeductionstotheUnion.TheCompanyisnotresponsibleforthemanagementoradministrationoftheClubordecisionsonClubexpenditures.

(b) The Company shall deduct themonthly dues and the initiation fees as directed by theUnionfinancialsecretary,andpaysametoLocal1189thefirst(1st)payperiodendingofeachmonth.

(c) The Company shall deduct themonthly dues and the initiation fees as directed by theUnionfinancialsecretary,andpaysametoLocal1189thefirst(1st)payperiodendingofeachmonth.

ARTICLE2

RESPONSIBILITIESoftheUNION

2.1 LOCKOUT:TheCompanyagreesthatsolongasthisAgreementisineffect,thereshall

benolockout.

2.2 NOSTRIKE: TheUnion, its officers, agents,members and employees coveredby thisAgreementagreethataslongastheAgreementisineffect,thereshallbenostrikes,partialorcomplete, sit‐downs, slowdowns, stoppages or cessations of work ‐‐ including actions of asympathynature,boycotts,oranyunlawfulactsofanykindthatinterferewiththeCompany'soperationorsaleofitsproducts. Anyviolationofthisprovisionmaybemadethesubjectofdisciplinary action, including discharge. Only the fact as to whether or not an employeeengagedinaviolationofthisarticlemaybesubjecttothegrievanceandarbitrationprovisionsofthisAgreement.2.3 OBLIGATIONSofLOCALUNIONandOFFICERS:Intheeventofanyfailureofsection2.2tooperateeffectivelyinanyworkstoppage,the localunion, itsofficers,stewardsandagentsagreethattheywillimmediatelytakeandcontinuetotakeallresponsiblestepstorestoretheCompanytofulloperation,includinggoingbacktoworkinplaceoflocalofficersandstewards.2.4 Thenon‐exerciseofrightsherebyretainedbytheUnionshallnotbedeemedawaiverofanysuchrightorpreventtheUnionfromexercisingsuchrightsinanywayinthefuture.

ARTICLE3MANAGEMENTRIGHTS

3.1 Except as otherwise specifically provided in this Agreement, the Company retains all

therightsandfunctionsofmanagement.

33.2 Withoutlimitingthegeneralityoftheforegoing,thisincludes:

(a)The determination of products to be sold, the size, and character of inventories and therightstoplan,directandcontrolthebusinessoperation.

(b)Thelocationofthebusinessincludingestablishmentofnewunitsandtherelocationofandclosingofolddepartments.(c)Thedeterminationofsize,directionandarrangementofworkingforces,includingtherightto hire, suspend, discharge for cause, transfer,and relieve employees fromduty because oflackofworkorotherlegitimatereasons.

(d)Therighttoestablishproductionstandardsandmakejudgmentsregardingworkmanshiprequired.ThesestandardsofproductivityandworkmanshipwillbebasedupontheCompany'sjudgment as to appropriate standards of efficiency and productivity. The failure of theemployee to meet said standards will be considered just cause for discipline including

discharge.(e)Rightofmanagementtosetwork levels ‐TheUnionagreesthatmanagementretainstheright to establish thework levels indepartment andmanagement shall set theneededmanhours as necessary to achieve the salary ratios in line with sales production in eachdepartment.(f) Therighttomaintaindiscipline.

3.3 It is agreed that the enumeration above of management prerogatives shall not bedeemedtoexcludeothermanagementprerogativesnothereinspecificallyenumerated.3.4 The non‐exercise of rights hereby retained by the Company shall not be deemed awaiverofanysuchrightorpreventtheCompanyfromexercisingsuchrightsinanywayinthefuture.3.5 The Agreement supersedes and renders void all prior agreements between parties,whetherinwriting,verbalorsubjecttopastpractices,whichareinconsistentwithanyofthetermsorprovisionsofthisAgreement.

ARTICLE4LAYOFFS

4.1 When it becomes necessary to reduce the working force of Group 1 Full‐Timeemployees, notice of such action shall be given to the department stewardUnionRepresentative and affected employees at least three two (32) working daysweeks inadvance,exceptincasesbeyondtheCompany'scontrol.

44.2 Seniorityshallbea factor ina layoff ifother factorsofaptitudeandqualificationsareequal.In the event of a layoff in a department, the Company reserves the right to decidewhetherFull‐TimeemployeesinGroup1,orRegularPart‐TimeemployeesGroup2orbothshallbelaidoff. Nosuch layoffshallaffect theCompany'srightstoemployorassignnon‐bargainingunit employees in anydepartment except in anydepartmentwhere therehasbeen a layoff.TheCompanyagreesnottoaddnon‐bargainingunitemployeesCasualemployeeswillnotbescheduled in that department until all employees on lay‐off status are recalled toemploymentat theCompanyexceptona temporarybasisnot toexceed twoweeks. If theCompanydecidesGroup1Full‐Timeemployeesshallbelaidoff,saidemployeesmayusetheirdepartment seniority for Group 2RegularPart‐Time jobs in theparticulardepartment ifavailable.

4.3 IntheeventtheCompanydecidestodiscontinueadepartmentinwholeorinpart,theemployees employed in said department(s) shall not have any seniorityhave the right toworkinrightstoanyotherdepartment(s)orphaseofCompany'soperations,asdeterminedbytheCompanyinitsdiscretionandastheCompanydeemsappropriateforefficiencyandmaximumproductivity.TheCompanywillofferthesehoursorpositionstolaid‐offemployeeswhomakearequestinwritingtocontinueworkinginlieuoflay‐offbeforehiringnewemployeesorschedulingcasualemployeestoworkinthedepartment.Atthetimeofanannouncedlayoff,thecompanyandunionwilldiscussandagreeuponafairseverancepackage.Saiddiscussionsandagreementswillnotaffectemploymentandprovision2.2oftheContractwillremainineffect.

ARTICLE5GRIEVANCEPROCEDURE

5.1 Grievance Defined: A grievance is defined to be a matter(s) involving an allegedviolation of this Agreement by the Company as a result of which the aggrieved employeemaintains that these rights or privileges have been violated by reason of the Company'sinterpretation or application of the provisions of this Agreement. Such matters shall beexclusivelyresolvedinaccordancewiththeprocedurehereinprovided.Bothpartiesagreetokeepthegrievanceprocedurefreeofnon‐meritoriousgrievances.5.2 TimeLimitforFilingGrievances:Agrievanceshallnotbeconsideredunlesssubmittedwithinfourteen(14)calendardaysfromthedatetheallegedgrievancewasknownorshouldhavebecomeknownbytheemployee.Furthermore,theCompanyandtheUnionherebyagreethatthereisafour(4)weeklimitationonbackwages.5.3 Procedure:TheCompanyandtheUnionagreetothefollowingprocedureofpresentingandadjustinggrievanceswhichmustbeprocessedinaccordancewiththefollowingsteps:FIRSTSTEP: Thememberandstewardwill try to settle thegrievancewith thedepartmentmanager. Awritten notice shall be furnished to theUnion and employee if an employee isterminatedinthisfirststep.

5SECOND STEP: This step is with the Union committee, the human resource director,department manager, and/or division manager, and Union steward of the departmentinvolved. In this step, thewrittengrievance shall include: a clear, concise statementof thealleged grievance, the facts uponwhich the grievance is based, the issues involved and thereliefsought.

Thewrittengrievanceshouldalsospecifythespecificcontractprovisionwhichwasallegedlyviolated. Any disciplinary action taken shall be inwriting, with a copy forwarded to Local1189officeinDuluthwithinfive(5)workingdays.THIRDSTEP: (a)UnionofficialsandinternationalrepresentativewiththegeneralmanagerandCo‐opBoardCommitteeattheirdiscretion.(b)Atanystepinthisgrievanceprocedure,theexecutivecommitteeofthelocalUnionshallhave final authority in respect to any aggrieved employee covered by this Agreement todeclinetoprocessagrievance,complaint,difficulty,ordisputefurther,ifinthejudgmentoftheexecutivecommitteesuchgrievanceordisputelacksmeritorlacksjustificationunderthe terms of this Agreement, or has been adjusted or justified under the terms of thisAgreementtothesatisfactionoftheUnionexecutivecommittee.(c) Should the dispute, difference or grievance not be resolved in Step Three, by mutualagreementeitherpartymaysubmitthemattertonon‐bindingmediation.TheservicesoftheFederalMediationandConciliationServices(FMCS),BureauofMediation(BMS),orWisconsinEmploymentRelationsCommission(WERC)willbeusedforthismediation. Mediationmustberequestedwithinten(10)daysoftheStepThreemeeting.FOURTHSTEP:Intheeventnosettlementisreachedbythemutualagreementoftheparties,then, upon the request of either party, such dispute shall be submitted to a Board ofArbitrationconsistingofonemembertobeappointedbyeachofthepartieshereto,andathirdmember to be chosen by the first twomembers. The party requesting arbitration shall begivennoticeinwritingofthefacttotheotherpartyandinsuchnoticeshallfurnishthenameofitsarbitrator. Suchtwoarbitratorsshallappointathirdarbitratorwithin72hoursaftertheoriginal request for arbitration. If they cannot agree on a third arbitrator within such 72hours,theFederalMediationandConciliationServiceshallberequestedtosubmitapaneloffivenamestothetwoarbitrators. Eacharbitratorshallstrikeofftwoandtheoneremainingshallbethethirdarbitrator.Ifthetwoarbitratorscannotagreeuponwhoshallstrikethefirstofthefivenamesonthepanel,acoinshallbetossedandthearbitratorwholosesthetossofthecoinshallstrikethefirstname.Thearbitrationboard'sawardshallbeinwritingandshallbe renderedwithin twenty (20)daysafter theappointmentof the lastmember thereof, andshallbebindingupontheCompany,theUnion,andtheemployeeinvolvedinthecontroversy.

65.4 AUTHORITY of ARBITRATOR: The arbitrator shall have no right to add to, subtractfrom, nullify, ignore or modify any of the terms of this Agreement. The arbitrator shallconsideranddecideonlytheparticularissuepresentedtohiminwritingbytheCompanyandthe Union, and his decision and award shall be based solely upon his/her interpretation ofapplicationofthetermsofthisAgreement.

If the matter sought to be arbitrated does not involve an interpretation of the terms orprovisionsofthisAgreement,thearbitratorshallsoruleinhis/heraward.Theawardofthearbitrator shall be final and binding on the Company, the Union and the employee oremployeesinvolved.5.5 ARBITRATOREXPENSES:Theexpensesofthearbitrator,includinghis/herfee,shallbeshared equally by theCompany and theUnion. Eachparty shall be responsible for its ownarbitrationexpenses.

ARTICLE6VACATIONS

6.1 ELIGIBILITY and ENTITLEMENT: Group 1Full‐Time employeesandRegularPart‐TimeemployeeswhohaveworkedforbeencontinuouslyemployedbytheCompanymorethanforone(1)yearormoreshallbegrantedvacationweeks*basedonyearsofservice,asfollows: ,andwhohaveworkedatleast46weeksexcludingvacationduringthis52weekperiod,shallbegrantedvacationallowanceofforty(40)hours,paidatthestraighttimerate.Additionalvacationweeksshallbegrantedbasedonyearsofserviceandoutlinedin6.5.

Lessthan1year–NoVacation 1year=1week 2‐7years=2weeks 8‐15years=3weeks 16+years=4weeks.

*Weeklyamountsofvacationallowanceshallbebasedontheaveragehoursworkedperweekintheemployee’spreviousanniversaryyear.Calculations: 1.AverageHoursperWeekCalculation: TotalHoursWorkedinAnniversaryYear 52Weeks 2.TotalHoursofVacationforYearCalculation: AverageHoursperWeekxNumberofWeeksofVacationThoseemployeeswhoarecurrentlyreceivingfive(5)weeksofvacationasofthedateofratificationofthiscurrentcontractwillbegrandfatheredtocontinuetoreceivefive(5)weeksofvacation.

6.2 Group2employeeswhohaveworkedfortheCompanymorethanone(1)yearandwhohaveworkedatleast46weeksduringthis52weekperiod,shallbegrantedvacationallowancein theweeklyamountof theaveragehoursworkedperweek for theprior52weekswithamaximumof40hoursperweekpaidatthestraighttimerate.Additionalvacationweeksshallbegrantedbasedonyearsofserviceandoutlinedunder6.6.Group 2 employees who are members in good standing and who, prior to April 1, 1998,workedanaveragenumberofhours less than30perweekshallbegrandfatheredtoearnaminimumof30hoursperweekofvacation.6.6.32Vacationmaybetakenanytimeoftheyearwithsupervisor'sapprovalandwillbepaidonaregulartimesheetscheduleasused.(a)Vacationcanbetakeninfull‐hourorfull‐dayincrementswithsupervisor'spriorapprovalandwillbepaidonaregulartimesheetscheduleasused.(b)Ifanemployeehasearnedfour(4)weeksormoreofvacation,two(2)weeksofthistimemustbetakeninfullweekincrementswithsupervisor’spriorapproval.

76.43 TERMINATINGVACATIONPAY:Upongivingandfulfillingtwo(2)weeksnoticeweeks’noticeofscheduledhoursnotcomprisedofvacationwhenvoluntarilyterminating,employeeswhohavebeenemployedwiththeCompanyaminimumofone(1)yearofserviceasoutlinedinsections6.1,6.2,and6.7Article6,willreceiveaccruedandearnedvacationpayuptodateoftermination. Eligible employees voluntarily quitting with less than two (2) weeksnoticeweeks’noticewillreceiveearnedvacationpayonly.Employeesdischargedforseriousoffensesasoutlined in12.2which resulted ina financial loss to theCompanywill forfeit allrights to vacation pay including any accrued and/or earned vacation pay. Employeesdischarged for theft or intentional damage to company property will forfeit all accruedvacation.

6.5 GROUP1VACATION

1year 1week 2‐7years 2weeks 8‐15years 3weeks 16‐over 4weeks

Those employees who are currently receiving five (5) weeks of vacation as of the date ofratificationofthiscurrentcontractwillbegrandfatheredtocontinuetoreceivefive(5)weeksofvacation.

6.6 GROUP2VACATION

1year 1week 2‐7years 2weeks 8‐15years 3weeks 16‐over 4weeks

6.74 Date of hire will be used to determine vacation for all new hires from the date ofratification of this current contract forward. . FGroup 1ull‐timeand andGroup 2RegularPart‐Time vacationwill start accruing on date of hire; however, no vacation paywill beavailableunlesstheemployeehascompletedone(1)yearofcontinuousservice.

6.85 Therewillbenocarryover (banking)ofvacation fromyear toyear. Up to three(3)days of earned Vvacation not taken within the employee's vacation year will beforfeitedcashedoutattheendoftheemployee’sanniversaryyear.Employeeswith15ormoreyearsofservicewiththecompanymaybankthehoursofamaximumoftwoweeksofvacationperyeartobepaidtoemployeeattimeofretirementorresignationortermination.

ARTICLE7LEAVEofABSENCE

7.1 ELIGIBILITY:Employeesshallbeeligibleforaleaveofabsenceforcompellingpersonalormedicalreasons.CompanywillcontinueHealthInsuranceBenefitsforthoseemployeesonanapprovedleaveatthegrouppremiumdiscountratewithnoemployercontributionorasinaccordancewithapplicablestateandfederallaws.

87.2 PROCEDURE: Employees shall make written application for leaves to the HumanResourceOfficeandshall,exceptinthecaseofillnessorinjury,makeapplicationten(10)dayspriortothedesiredstartingdateoftheleave.7.3 TYPESofLEAVES

(a) GENERAL:TheCompanymaygrantaleaveofabsenceforanyreasondeemedacceptabletotheCompanyforaspecifiedperiodoftime.AnemployeemayrequestandtheCompanywillgrantinitsdiscretion,anextensionofsuchleavebymakingwrittenapplicationthereoffive(5)businessdayspriortotheexpirationoftheoriginalleave,supportedbyappropriatereasons.Themaximumcumulativeleaveunderthisparagraphshallbesixty(60)days.

(b) FAMILY,MATERNITYandMEDICALLEAVES: Family,maternityandmedical leaveswillbegranted inaccordancewith stateand federal law. Employeeswhoareunable toworkdue toaseriouspersonal illness,complicationsofpregnancy/maternityor injurywillbegrantedamedicalleaveofabsencebasedonverificationofneed,subjecttotheterms

of7.5(f).7.4 LEAVE for UNION ACTIVITIES: Any employee chosen by the Union to attend UnionbusinessoutsideoftheCompany,shall,withpermissionofthemanagement,begrantedleaveofabsencewithoutpay,nottoexceedone(1)yearunlessrenewedattheendoftheperiod.7.5 SICKLEAVE:Group1(a)Full‐Time employeeswho havemore than one (1) year of continuous service, shall begranted five (5) days (equal to 40 hours) of paid sick leave per anniversary year, which ifunused shall be allowed to accumulate to a maximum of twenty (20) days (equal to 160hours).Group2(b)RegularPart‐Timeemployeeswhohavemorethanone(1)yearofserviceshallbegrantedthree(3)days(equalto18hours)ofpaidsickleaveperanniversaryyearwhichifunusedshallbeallowedtoaccumulatetoamaximumoften(10)days,equaltosixty(7060)hours.All part‐time employees who, prior to ratification of this Agreement, have accruedgreater thansixty (60)hoursofsick leave,shallbepermitted tomaintainandutilizethoseaccruedhoursabovethesixty(60)hourmaximum/cap,butoncesuchemployeesreachsixty(60)orfewerhoursofaccruedsickleave,suchemployeeswillbeheldtothesamesixty(60)hourmaximum/capasallotherPart‐Timeemployees.ThesePart‐Timeemployeesshallbe identifiedwithina list,and this listwillbe furnished to theUnionuponratificationofthisAgreement.

(ac) Nosickleaveshallbepaidifworkerleaveshisorhershift.,orforthefirstfulldayofeachreportedsickness.

(bd) Request for leavemustbesupportedbyaphysician'sstatementcertifyingthereasonforleave,theperiodduringwhichtheemployeewillbephysicallyunabletoperformregularduties,andanticipatedateofreturntowork.Companycanrequest2ndphysician'sopinionifleaveseemsexcessive,atnoexpensetoemployee.

(ce) Employer may request a physical examination and/or physician's statement todetermine whether the employee is physically able to return to work, at no expense toemployee.

(df) Sick leave pay shall be allowed only in cases of legitimate absence due to illness ortemporarydisability,forthoseweeksinwhichtheemployeeisphysicallyunabletoreturntoworkandperformregularjobduties.

9

(g)Anemployeeiseligibletouseanyearnedsickleavepayforthepurposeofcaringforachildorspousewhohasaserioushealthconditionisterminallyillorhassufferedaseriousaccidentbeginningthefirstsecondconsecutivefulldaymissed.Sickpaymaybeusedbeginningthethirdconsecutivefirstfulldaymissedinordertocareforanillchildorspouse.(h)Anemployeewhohasexhaustedpaidsickleavewillbeplacedonsickleavewithoutpayuntilthephysiciancertifiestheemployee'sabilitytoreturntowork.

(i) When absences due to alleged illness, given good reason to believe these provisions arebeing abused, the Company shall have the right to require, at the Company’s expense, adoctor'sstatementfromtheCompany‐designateddoctorsupportingtheabsence. Employeesmayprovideadoctor’sstatementfromthephysicianoftheirchoiceattheirownexpense.Anyemployeefoundguiltyofabusingthesickleaveprivilegewillnotbecompensatedforanylosttimeforthecurrentabsenceandshallbesubjecttodisciplinaryaction.(j) Undernocircumstancesshallthereeverbeapaymentforunusedsickleave.Tobeeligibleforsickleaveemployeesshallbecurrentlyworking,notonlayofforothernon‐workingstatus.(k) Ifnosickdaysarerecordedwithinacalendaryear,GroupIFull‐Timeemployeeswillreceiveonepersonalholidayateight (8)hours, andGroup2RegularPart‐Timeemployeeswill receive one (1) personal holiday at six (6) hours to be used, with supervisor's priorapproval, inthenextcalendaryear. Employeemusthavebeenemployedatthebeginningofthefirstdayofthecalendaryeartobeeligibleforthefullbenefit. EmployeeshiredbetweenJanuary1stthroughJuly1stwillreceiveone(1)personalholidayatfour(4)hourstobetakeninthenextcalendaryearifnosickdaysarerecordedwithinthatyear.7.6 DISABILITYCOVERAGE:TheCompany,atitsexpense,shallprovidedisabilitycoverageforallemployeesclassifiedasGroup1Full‐TimeSkilled,Full‐TimeLead,Full‐TimeClerkand Group 2or Regular Part‐Time employees, who have completed one year continuousservice. Thebenefitwillbeginonthe1stdayofdisabilityDisabilitypaymentsshallbeginfifteen (15) days afterdue to an accident or the 8th day of disability due to sickness ofpregnancy,andwillcontinueforaslongas13weeksduringanyoneperiodofdisability.Thetermsofthepertinentplandocument(s)control.illnessoccursandcoverageshallbeprovidedfornotmorethansix(6)months.7.7 FUNERALLEAVE(a) The intent of this provision is to pay Group 1 Full‐Time employees for scheduledworkingtimetoattendthefuneralofanearrelative.If funeralisforspouse,son,step‐son,daughterorstep‐daughter,uptofive(5)workingdayspaid.

Iffuneralisforimmediatefamily(brother,step‐brother,sister,step‐sister,father,step‐father,mother,step‐mother)uptothree(3)workingdayspaid.

10Relative funerals: (father‐in‐law,mother‐in‐law, legal guardian, grandfather,grandfather‐in‐law, grandmother, grandmother‐in‐law, brother‐in‐law, sister‐in‐law or any relative orsignificantotherwithwhomthepersoniscurrentlylivingwith),two(2)workingdayspaid.The employee shall be expected to provide proof of relationship to the deceased, such asobituarynoticeorothernoticesatisfactorytomanagement.If funeralisforanimmediateauntoruncle,uptofour(4)hourspaidforbothGroup1Full‐TimeandGroup2RegularPart‐Timeemployees.

(b)Section7.7shallapplytoGroup2RegularPart‐TimeemployeesandtheCompanyagreesto pay Group 2Regular Part‐Time employees funeral leave for working time lost with amaximumofseven(7)hoursadaypaid.7.8 JURYDUTY(a)AFull‐Time employeewho iscalled toserveon jurydutyshallbepaid foractualhoursworked for the Company. If this pay, together with his/her jury duty pay does not equalhis/herregularweeklypay,theemployerwillmakeupthedifferenceforamaximumperiodoftwo (2) weeks, provided the employeeworks such hours as he/she is available during thehourswhencourtisnotinsession.

The above shall apply to petit jury duty only. An employee receiving full pay fromhis/heremployerwhileservingonajurywillberequiredtoturnintohis/heremployer,thejurydutypayfortheperiodhe/sheservedonthejurynottoexceedtwo(2)weeks.

(b) Section7.8aboveshallapplytoGroup2RegularPart‐Timeemployees. ARTICLE8‐SENIORITY8.1 COMPANYRIGHTS:TheCompanyreservestherightwithrespecttoalldepartmentstodecidethenumberofGroup1Full‐Time andGroup2RegularPart‐Time employeeswhoshall be employed in each department. The Company reserves the rightwith respect to alldepartmentstodecidethenumberofnon‐bargainingunitemployeeswhoshallbeemployedineachdepartment.8.2 CLASSIFICATIONS:Thereshallbetwofour(24)classificationsofemployeesgovernedby this contract: Group 1 ‐ full‐timeFull‐Time skilledSkilled, Full‐Time Lead, Full‐TimeClerk,andGroup2RegularPart‐Time‐regularpart‐timeunskilled.Onlythesetwofour(24)

classificationswillhaveseniorityrights.Group1employeesarethoseemployeeswhonormallyarescheduledaforty(40)hourregularscheduleworkweek.Group2employeesarethoseemployeeswhonormallyarescheduledathirty(30)toforty(40)hourregularscheduleworkweek.(a) Full‐Time Skilled: “Full‐Time Skilled” employees are those Full‐Time employeeswhoareskilledclerks[assetforthwithinSupplement“A”tothisAgreement]andwhoareregularlyscheduledtowork30ormorehoursperweek.b)Full‐TimeLead:“Full‐TimeLead”employeesarethoseFull‐Timeemployeeswhoaredepartmentleadclerks[assetforthwithinSupplement“A”tothisAgreement]andwhoareregularlyscheduledtowork30ormorehoursperweek.c) Full‐Timeclerks: “Full‐TimeClerk”employeesarethoseFull‐Timeemployeeswhoare not “skilled” or “lead” employees [as set forth within Supplement “A” to thisAgreement]andwhoareregularlyscheduledtowork30ormorehoursperweek.(d)RegularPart‐Time: "RegularPart‐Time"employeesarethosepart‐timeemployeeswhoarenot “skilled”or “lead”employees [as set forthwithinSupplement “A” to thisAgreement]andwhoareregularlyscheduled towork20 (twenty)–29 (twentynine)hoursperweek.(e) Casual: A “Casual”employee isdefinedasanemployeewho is scheduled toworknineteen (19) or fewer hours per week. This category of employees will not bescheduledhoursuntilallbargainingunitemployeesareworking themaximumhoursthe bargaining unit employees are available, as established within the Company’selectronic/computerizedtime‐managementsystems,andallowedundertheAgreement.“Casualemployees”arenotpartofthebargainingunit.Casualemployeesmayworkupto28hoursperweek in themonthsof June, July,August,andDecember, fornomorethan16weeksperyear.TheCompanyagreestooffermaximumhourstoallFull‐TimeandRegularPart‐Timeemployeesbeforeofferingwaiverhourstocasualemployees.TheratioofcasualtoFull‐Timeshallbenogreaterthan1:18.3 TRANSFEROFCLASSIFICATIONS:EffectivewiththeratificationofthisAgreementonMay13,2014.(a) All employees previously identified as “Group 2” employees who, prior toratificationofthisAgreementonMay13,2014,workedanaverageofthirty(30)ormorehours per workweek, shall be transferred into the appropriate “Full‐Time Clerk”classification.

(b) All employees previously identified as “Group 2” employees who, prior toratificationof thisAgreement,workedanaverageof fewer than thirty (30)hoursperworkweek,buttwentyfour(24)hoursormoreperworkweekshallbegivenaone‐timeoptionof transferring intoeither theFull‐Timeclassificationor theRegularPart‐timeclassification,asconfirmedbytheemployeeinwriting(andiftransferringintotheFull‐Timeclassification,shalladhere tohoursrequirements tomaintainFull‐Timestatus).Transferring employees shall be required to adhere to the minimum hoursrequirementsassociatedwithpertinentFull‐TimeandRegularPart‐timeclassificationintowhichsuchemployeestransferassetforthherein.Allemployeespreviouslyidentifiedas“Group2”employeeswho,priortoratificationofthis Agreement, worked an average of fewer than twenty‐four (24) hours perworkweek, shall be transferred into the “Regular Part‐Time”classification. Transferring employees shall be required to adhere to theminimumhours requirementsassociatedwith the “RegularPart‐Time” classification intowhichsuchemployeestransferassetforthherein.(c)Noemployeeclassifiedas“Group1”priortoratificationofthisAgreementonMay13,2014, will be laid off from his or her Full‐Time position as a direct result ofreclassificationtoFull‐Timestatus.

(d)Noemployeeclassifiedas“Group2”priortoratificationofthisAgreementonMay13, 2014willbe laidoff fromhisorherFull‐timeorRegularPart‐TimepositionasadirectresultofreclassificationtoFull‐timeorRegularPart‐Timestatus.Employeeswhowereclassifiedas“Group2”andarereclassifiedasRegularPart‐Timeemployees,willbe permitted to notify the Company of their preferred hours within their statedavailabilityand theCompanyagrees to take suchpreferredhours,and seniority, intoconsiderationinschedulingsuchRegularPart‐Timeemployees,buttheCompanyisnotrequiredtoguaranteeanyparticularpreferredscheduleofhours.

(e) APPRENTICES: A Full‐time employee hired or promoted by the Company as anApprenticewillbemovedtothebeginning(ornexthigherwagerateifcurrentwageishigher) of the Journeyman pay scale (Full‐Time Skilled) after (1) working for thecompany for 24 cumulative months as an Apprentice; (2) completing anyproficiency/skills testingestablishedorrequiredby theCompany;and(3)confirminghisorherconsenttomovefromtheApprenticeroletotheJourneymanrole,inwriting.TheCompanymay,atitsdiscretion,movetheApprenticetotheJourneyman(Full‐Timeskilled) scale in less than 24 months if the Full‐Time employee has achieved thenecessary proficiency as established or required by the Company. The Company isresponsible forensuringthatApprenticeshavesufficienttrainingavailabletothemtoachieveproficiencyasestablishedorrequiredbytheCompany.

118.4 SCHEDULINGOFHOURS:ItshallbetheintentoftheEmployerCompanythatallottedhours available for work will be scheduled in the following manner unless waived by

Employee:

Group1Full‐Time–Mosthours–maximumdesiredhoursuptoforty(40);overtimewillbeofferedtovolunteersbasedontheneedsofthestoreandafterRegularPart‐Timeemployeeshavebeenscheduledtheirmaximumdesiredhours. Group2RegularPart‐Time–2ndmosthours–maximumdesiredhoursuptotwentynine(29). Non‐Bargaining unitsCasual – Least hours; Casual hours scheduledafterFull‐TimeandRegularPart‐Timehavebeenschedulealldesiredavailablehours.

No lessseniorGroup1Full‐TimeorGroup2RegularPart‐Time employee inadepartmentwillbescheduledformorehoursthanamoreseniorFull‐TimeorGroup2RegularPart‐Timeemployee inthatsamedepartmentunless theemployeehasrestrictedhisorheravailabilityand/or submitted awritten request towork fewer hours (consistentwithminimumhoursrequirements).8.35 ESTABLISHINGOFSENIORITY‐GROUP1FULL‐TIME andGROUP2REGULARPART‐TIME

(a)Allnewemployeesshallbeconsideredprobationaryemployeesuntiltheyhavecompletedsixty(60)calendardays.Probationaryemployeeshavenoseniorityrights.TheCompanyshallbethesoleandexclusivejudgeofaprobationaryemployee'squalificationandabilityandshallbethesoleandexclusivejudgeindecidingwhethertocontinueemployee'semployment.(b)AllnewandexistingFull‐timeandRegularPart‐Timeemployees’seniorityshallbebeginonthedateheorshebecamefullonwhichsuchemployees‐timefirstbecomeorwhenheorshejoinedtheUnioncoveredbythisAgreement.IftheFull‐TimeemployeepreviouslyheldaGroup2RegularPart‐Timeposition,theoriginalsenioritydatewillprevailforvacation,sickandpensionretirementbenefits.IfaRegularPart‐TimeemployeepreviouslyheldaFull‐Timeposition,theoriginalsenioritydatewillprevailforvacation,sickandretirementbenefits.Thissectionissubjecttosection8.8oftheAgreement.Whenanemployee ishired fromanemployerother than theCompany, is rehired, ispromoted from Regular Part‐Time to Full‐Time status, or transfers from a non‐bargainingunitclassificationtoabargaining–unitclassification,theemployeeshallbeallowedtonegotiatewiththeCompanytodeterminewhatpastworkexperience,ifanywillbecreditedforwagepurposes. Wherearateisestablishedthatishigherthanthe

starting rate the employee will receive credit for the minimum period of timecorresponding to thatwagerateandwillprogress from there(thiswillnotchangeanemployee’ssenioritywithinthedepartment).Forallclassifications,theCompanyshallbeentitledtoapplyamaximumcreditoffive(5)yearsofpastworkexperience.RehiredemployeesshallreceivecreditforpreviousCompanyworkexperience.(c) AllnewandexistingGroup2employeessenioritydateshallbeginonthedateheorshejoinedtheUnion. IfaGroup2employeehaspreviouslyheldaGroup1positioninthesamedepartment,theGroup1departmentalsenioritydateshallprevail.

(dc)In thecaseofnewemployees inhighly technical jobs, there[which includeonlythoseFull‐Timeemployeesclassifiedas “Full‐TimeSkilledClerk”asset forth inSupplement“A” to thisAgreement] theCompanymay requestanextensionofprobation from theUnion foranadditionalwill be an additional sixty (60) days to establish seniority. Suchrequestwill bemade inwriting [which shallmean via facsimile, traditionalmail oremailtransmission]priortotheexpirationofthe initialprobationaryperiod. Inthesejobs management will be the sole and exclusive judge of proficiency. If employee meetsrequiredproficiencyand is retainedby theCompany, thehisorhersenioritydateshall beestablishedwhentheindividualjoinstheUnionasofthefirstdateonwhichtheemployeebecomescoveredundertheAgreement.8.46 SENIORITY FOR THE PURPOSES OF SCHEDULING WILL BE DEPARTMENTALBYDEPARTMENT:Forthepurposesofscheduling,senioritywillbebydepartment.Intheevent there are insufficient hours in a department tomeet theminimum number ofhoursoutlinedinSection8.2ofthisAgreement,theCompanymayscheduleemployeesinanotherdepartment inorder tomeet thisrequirement. Therewill be no company‐wideseniorityforanyotherpurposeexceptasprovidedundersection8.8.8.57 SENIORITY LISTS: Seniority Listswill be by classification. For the purposes ofcommunicating seniority, Full‐time Skilled, Full‐time Lead, Full‐time Clerks A Group1andRegularPart‐TimeandGroup2employeelistshallbeposted.Correctionswillbemadeeverythree(3)months. Theseseniority listswillbeauditedbytheUnioneachtimeposted.AnycorrectionsnecessaryshallbecalledtotheCompany'sattentionwithinthirty(30)days.8.68 LOSSofSENIORITY:Seniorityrightswillbebrokenforthefollowingreasons:

(a)1.Quitsorretires. (b)2.Isdischargedforcause.

12

(c)3.Isabsentfromworkfortwo(2)consecutiveworkingdayswithoutnotificationtothe Company, unless the employee cannot notify the Company because ofproven physical disability or Act of God proven to the satisfaction of theCompany. (d)4. FailstoadvisetheCompanyofintenttoreturntoworkwithinthree(3)working daysafterreceivinganoticeofrecallfromlayoffdirectedtohis/herlastknown address. (e)5.Performsnoworkforaperiodoftwelve(12)monthsorforaperiodoftimeequal totheemployee'sseniority,whicheverisshorter. (f)6.Worksforanotheremployerduringaleaveofabsence. (g)7 . Fails to report to work at the termination of a leave of absence or anyextension thereof. (h)8.Companywillreviewindividualhardshipcases.

8.79 RIGHTSTORETURNTOBARGAININGUNIT:Anemployeewholeavesthebargainingunittoacceptanotherpositionwiththecompanycanreturntothebargainingunitwithinone(1)year,andtothejobhehelduponleavingthebargainingunit,ortoajobwhichheisentitledbyhisseniority,providedhe/sheisqualifiedtoperformthework.8.810 OPENING IN DEPARTMENT: The “notice” (job title and department) shall beposted on the Companywebsite and in the retail grocery‐store break rooms unless it isnecessaryfortheCompanytoreducetheworkforceinthedepartment.

(a)IntheeventaGroupvacancyoccurswithinadepartment,whichtheCompanydesirestofill,promotions shall bemade from Group 1 Full‐Time employees first within the departmentaccordingtoseniority.

(b)Thevacancywillbepostedforseven(7)workingdaysonthemainbulletinboardslocatedin the Store Support Center. The posting will show job duties, starting rate and top rate.InterestedemployeesmaysignthispostingorapplyonlineontheCompanywebsite.(c)Interested Group employees may apply. Full‐Time employees shall have preference, ifqualified. If no Group 1qualifiedFull‐Time employee applies, then themost senior Group2Regular Part‐Time employee who has applied and is qualified, shall be given theopportunitytofillthevacancybeforeanewemployeeishired.

(d)Fillingofjobvacancy. Qualifications: WhentheCompanyjudgesthatthevacancyshouldbefilled,thejobwillbefilledasfollowsandthefollowingfactorsshallbeconsidered:

1. Senioritywithindepartment.

2. Qualifications: The term “qualification” when used in this Agreement asdescriptive of an employee, shall mean the possession by the employee of the ability,experience and skill necessary for the satisfactory performance of the work for which theemployeeisbeingconsidered:

13Forpurposesofsuchopeningsindepartments,interestedGroup2employeesmaysignforthegeneralposting.Group1senioritywillhavepreferenceoverGroup2.OpeningsOpenings canbe filled temporarily at the discretion ofmanagement.. Inability toperformthehigherratedjobwillresultinremovalwithinasixty(60)dayperiodandreturntheemployeetoformerjobclassification.8.911TRANSFER

(a)Temporary transfer ofGroup1Full‐Time and/orGroup2RegularPart‐Time employeewhoissteadilyemployed(temporarytransferisdefinedasthetransferofanemployeefromhis regularlyassigneddepartment toanotherdepartmentonaday‐to‐daybasis foraperiodnot toexceed threemonths) shallbeat theCompany'sdiscretionanddoneas theCompanydeems appropriate for efficiency and maximum productivity. An employee on temporarytransfershallcontinuetoaccumulateseniorityintheirregularlyassigneddepartment..(b)PermanenttransferofGroup1Full‐TimeandGroup2RegularPart‐Timeemployeefromone division or department to another can be made at Company's request. EmployeespermanentlytransferredatCompanyrequestorasaresultoflayofforhoursreductioninadepartment shall transfer maintain their original seniority date. to new department.Employeerequestedtransfer,ifgranted,willnottransferseniority.8.1012 NEW DEPARTMENTS: The Company shall, in its absolute discretion,maintainthe followingoperationaldepartments,subjecttomodification fromtime‐to‐timebytheCompanyinitssolediscretionandconsistentwiththeCompany’sbusinessneedsand judgment,and if theCompanydesires to eliminateoradddepartments, itshallnotifytheUionpriortoeliminatingoraddingadepartment:

(a)Meat(b)Bakery(c)FrontEnd(d)Grocery(e)Dairy/Frozen(f)Produce(g)Liquor

(h)ConvenienceStore(i)CaribouCoffeeShop(j)CashAccounting(h)DSD/Pricing(k)Deli(l)Floral(k)ServiceDesk

Intheeventofanewdepartmentatexistinglocationsbeingopened,Companywillfollowtheoutlineofsection8.89,however,managementneednotselecttheexistingemployeewhohassignedthepostingiftheworkforceisfullyemployedwithnolayoffs.Whenemployeesareonlayoff andmanagement interviews thosewho sign the job posting for the new department,thereshallbeaunionUnionrepresentativeRepresentativepresent.8.11 TEMPORARY,SEASONAL,CASUAL, andSTUDENTS: Temporary, seasonal, casual, andstudentsshallnotestablishseniority.Thereshallbenoautomaticmovefromnon‐bargainingunitemployeestoGroup2status,unlessapprovedbyCompanyandUnion. Astudentisanypersonregisteredinandattendinganaccreditedschool.

ARTICLE9HOURSofWORK,WORKINGCONDITIONS,

JOBCLASSIFICATIONSandWAGES9.1 The Company shall have the right to establish thework day andworkweek and theright to establish and implement all work shifts and schedules which are necessary in theCompany's judgment to effectively and efficiently perform the work to be done except asprovidedherein.9.2 THE BASIC WORK WEEK is from Sunday, 12:01 a.m. through Saturday, 12 p.m.midnight.

149.3 ActualhoursworkedonSundayandholidaysshallbepaidasprovidedelsewhereinthecontract. However, no Group 1 Full‐Time employee shall be scheduled less than eighthoursunlesswaivedby theFull‐Time employee orandno Group 2RegularPart‐Timeemployee shall be scheduled less than four (4) hours, unlesswaived by theRegularPart‐timeemployee.9.4 Group1AllFull‐TimeandGroup2andRegularPart‐Timeemployeesshallreceivetwo (2) days off, not necessarily consecutive in each calendar week, unless waived by theemployee.Hoursworkedon Sunday andholidays shall be included in the basicworkweek. Overtimeshallconsistofallhoursworkedinexcessofforty(40)hoursinoneweek.9.5 NOWORKGUARANTEE:Thereisnoguaranteeofworkanddefinitionsin8.2shallnotbeconstruedasaguaranteeofhoursofworkperdayorperweekorasaguaranteeofdaysofworkperweek.Nothinginthisarticleoranyotherarticleisintendedtolimittheemployer'srighttoschedulenortobeconstruedasaguaranteeofhoursofwork.

9.6 CALLTOWORKOTHERTHANREGULARSHIFT: Employees called toworkata timeotherthantheirregularshiftbyreasonofemergencyworkshallreceiveatleasttwo(2)four(4)hoursregularpay.Alltimeworkedduringthecall‐inshallbepaidforattherateofstraighttime except as provided elsewhere in this contract. This provision does not apply toemployeescalledinadvanceoftheirscheduledshift.Employeesrequiredtoworkovertheirscheduledshiftwillbegivenasmuchadvancenoticeasisreasonablypossibleunderthecircumstances.9.7 SPLITSHIFTS:Employeesshallnotworksplitshifts.NoGroup1Full‐Timeemployeewillbe scheduled for less thaneight (8)hours,unlessbymutualagreementbetweenFull‐TimeemployeeandCompany,andno orGroup2RegularPart‐Time employeewillbescheduledforlessthanfour(4)hours,unlessbymutualagreementbetweentheRegularPart‐TimeemployeeandCompany.9.8 WORKSCHEDULE:

Theworkschedulewillbepostedforanytwoone‐weekperiodbynoononFriday,ninedayspriortothestartofthatschedule.proceedingthefirstweekofthetwoweekperiod.

AllEmployeesshallhavetheopportunitypriortothepostingofthescheduletorequestoftheCompany, writingelectronically, a particular day or days off. WrittenElectronic day‐offrequestsmust beentered into theCompany’sTime and Attendance and Time Schedulingelectronicsystemstobeconsidered forpurposesofgranting leaveofabsence. receivedElectronicday‐offrequestsmustbeenterednolaterthanthree(3)dayspriortothetimetheworkscheduleisposted. Iftherequesteddayordaysoffareforajustifiablereason,theEmployer will grant the request based on the needs of the business so that the Employeereceiveshis/herrequesteddayordaysoffwithoutlossofhours,basedonseniority.9.9 REST PERIODS: Rest periods shall be fifteen (15) minutes in length and will bescheduled by department managers to ensure adequate performance of duties in thedepartment, and cannot be taken as the first fifteen (15)minutes of ones shift, nor the lastfifteen(15)minutesofonesshift.

15One(1)suchrestperiodwillbegrantedeachemployeeforeachfour(4)hoursworked.Moretimetakenthanallotted(15minutes)willbelostfortheemployeeanddeductedfromregularpay.AtMegaMartHoliday convenience stores, employee breaks can be taken dependent uponcustomerserviceneeds,throughouttheemployeesshift,toequalarestperiodoffifteen(15)minutesinlengthforeveryfour(4)hoursworked.Thispolicydiffersfromthesupermarkets

duetodifferentstaffingrequirementsandbusinessnecessitiesatourconveniencestores.9.10 SAFETYandHEALTH: TheCompany shallmake reasonableprovisions for the safetyandhealthofitsemployeeswhileinthecourseoftheiremployment,andallemployeeswillbeexpectedtocooperatetothebesttotheirabilityinthepreventionofaccidentstothemselvesandfellowworkers.9.11 PAYDAY DATE: Payday will be on Friday every week for the previous week andpaychecks will be available at noon on Fridays. Direct Deposit will be mandatory for allemployees.9.12 JOBCLASSIFICATIONSandWAGES(a) ThereshallbethreeFour(34)classificationsofjobsassetforthinSection8.2oftheAgreement.intheGroup1status.TheseclassificationsshallbemadebytheCompanyusingtheMIMASjobevaluationsystem.(b)HOURLYRATES:All Group 1 jobs will be considered leadership, by example, positionswithin the department. Group 1, at the direction of the managers, will be responsible foremployee training and limited ordering. The hourly rates of the job classificationscorrespondingtoFull‐timeSkilled,Full‐TimeLead,Full‐TimeClerksandRegularPart‐timeemployeesshallbesetforthinSupplement"A"andmadepartofthisAgreement.Eachclassificationwillcarryawageprogressionbasedonlengthofservice.(c)AssetforthinSupplement"A"tothisAgreement,Premium”incentive”paywillbepaidthoseemployeeswho, performselecttasksthatarenotpartoftheemployee’sprimaryjobduties(e.g.anapprenticebakerwouldnotbeentitled todonut fryer incentivepaybecausedonutfryingdutiesarepartoftheprimaryjobdutiesofanapprenticebaker),andtheCompanyandtheUnionunderstandandagreethatincentivepayisdesignedandprovidedspecificallyasan incentive foranemployee’sperformanceofselecttasks.bymanagementdesignation,areinvolvedinscheduling,supervision, jobassignment,reviewing,checkingwork,andeliminatingnormaldifficultiesunderstandardprocedures,butwhosetimeisprimarilyspentperformingthesameworkasothermembersofthedepartmenTheCompanywillpay“premium”payaddedtothebasewageoftheemployeesassignedto perform the following tasks, even though such tasks are part of the employee’sprimaryjobduties,assetforthwithinSupplement“A:”(1)leadnightstock;(2)pricingclerk;(3)donutfryer(onlyforBaker’sHelper);(4)cashaccounting;(5)open/close;and(6)servicecounter.

(d)Within the scope of this Agreement, it is agreed upon by the Union and Company thatemployeesundertheageofeighteen(18)andstudent CasualemployeesthatworkintheMeatDepartmentwillnotbeallowedtotrimorgrindmeat.9.13GROUP1‐JOBCLASSIFICATIONA‐SKILLED

JourneymanBaker JourneymanMeatCutter GeneralMechanic/Refrigeration/Heating

16GROUP1‐JOBCLASSIFICATIONB‐1–PETROLEUMCLASSIFICATION BulkPetroleumDriver

GROUP1‐JOBCLASSIFICATIONB‐2‐LEADCLERKS

LeadMeatWrapper ApprenticeBaker LeadProduceClerk ReceivingWarehouseClerk

LeadNightStocker LeadJanitor FullServiceMeatCaseHeadClerk ApprenticeMeatCutter LeadBakeryClerk/CakeDecorator

GROUP2‐JOBCLASSIFICATIONA‐NIGHTHOURS

NightStocker BakersHelper/DonutFryer ThirdShiftCashier FrozenClerk ThirdShiftC‐storeClerk

GROUP2‐JOBCLASSIFICATIONB‐GENERALCLERKS

MeatClerk DeliClerk ProduceClerk FloralClerk LiquorClerk DairyClerk BakeryClerk MeatWrapper DSD/PricingClerk CashAccountingClerk ServiceDeskClerk Cashier CustomerServiceClerk EarlyNightStocker Janitor

GROUP2‐JOBCLASSIFICATIONC‐CONVENIENCESTOREDIVISION

ConvenienceStoreClerk LubeandOilTechnician

9.14 HOURLYRATES:Thehourlyratesofthethree(3)Group1jobclassificationsandthree(3) Group 2 job classifications shall be set forth in Supplement "A" andmade part of thisAgreement.

ARTICLE10HOLIDAYSandSUNDAY

10.1 HOLIDAYS‐NUMBERofRECOGNIZEDHOLIDAYSandHOLIDAYPAY:EligibleGroup1Full‐TimeSkilled,Full‐TimeLeadandFull‐TimeClerk employeeswhohavecompletedtheir sixty (60) day probationaryperiodwill be paid one (1) regular eight (8) hour shift atstraighttimeforrecognizedholidays.

17Eligible Group 2Regular Part‐Time employees who have completed their sixty (60) dayprobationaryperiod andwho have not signed awaiver for less than thirty (30) hours perweek shall be paid seven six (76) hours at straight time for holiday pay for recognizedholidays.Recognized holidays are: New Year's Day, Memorial Day, Independence Day, Labor Day,ThanksgivingDay,andChristmasDay.10.2 ELIGIBILITYREQUIREMENTS:Tobeeligibleforholidaypayanemployeemust:(a)Meettheseniorityrequirementssetforthabove.(b)Haveworkedthescheduledhoursontheworkdayimmediatelyprecedingandimmediatelyfollowing the holiday, unless the employeehas failed towork the scheduledworkdayswithpermissionoftheCompanyorisabsentbecauseof:

1. The employee's regularly scheduled day off falls on either the workdayimmediatelyprecedingorfollowingtheholidayandheisnotrequiredtoworkthatday.

2. Notificationofalayoffisgivenduringtheweektheholidayoccurs. 3. Employeeisonanapprovedmedicalleaveofabsencewhichwasgranted eithertheweekbeforeortheweekduringwhichtheholidayoccurred. 4. Jurydutyrequiringabsencefromwork. 5. Illnessoraccidentoccurringduringworkinghoursontheworkday

immediately preceding or following the holiday preventing an employee fromcontinuingtowork.

6. Deathintheimmediatefamily.

7. TheCompanywillreviewindividualhardshipcase.

10.3 HOLIDAYWORK:Employeeswhoarerequiredtoworkonanyoftheaboverecognizedholidayswhen their regularwork schedule so requires, shall be compensated at the rate oftimeandone‐halfforhoursworked.

10.4 HOLIDAYDURINGVACATION:Whenaholidayfallsduringanemployee'svacation,the

employee will receive an additional day's pay or an additional day off with pay at theCompany'soption.10.5 SUNDAY:Sundays:AllGroup1Full‐TimeandGroup2RegularPart‐TimeEmployeeshiredprior toSeptember1st,2011whoworkonSundayshallbecompensatedat therateoftimeandone‐half(1½)theirregularrateofpay.

ARTICLE11INSURANCE,401KPLAN,RETIREMENT

11.1 HOSPITAL and MEDICAL INSURANCE: Eligibility: Group 1 Full‐Time employees(includingtheirspouseanddependentchildren)membersofthecollectivebargainingunitandemployeeswhomeet thedefinitionof “full‐timeemployee”within theAffordableCare Act, plus their spouses and dependent children, who have completed theirprobationaryperiodshallbeeligibleforcoverageundertheCompany’shospitalandmedicalinsuranceplan.Coveragewillbeeffectivethefirstofthemonthfollowingsixty(60daysof employmentasa full time employee, TheCompany’s contribution toward eligibleemployees will be and life insurance. 75% for single coverage and 75% for familycoverage.The Company may conduct and annual analysis of hours worked to determine ifemployees will move from Full‐Time to Part‐Time status, based on average hoursworkedduringtheprevious12‐monthperiod.18Group2employeesaveraging38hoursormoreperweekforaperiodof6consecutiveweeks(including their spouse and dependent children) who have completed their probationaryperiodshallbeeligible forhospitalandmedical insuranceand life insurance. AllG1andG2employeesmustworkaminimumof38hours/weekaverageoverayeartoremaineligibleforhospitalandmedical insurance. Allemployeescoveredundertheirspouse'shealthplanwillnotbeeligibleforcoveragethroughConsumersCooperative'shealthplan.ThoseG2employeeswhoarecurrentlyreceivinghospital,medical,andlifeinsuranceasofthedateofratification(April1,2006)ofthiscurrentcontractwillbegrandfatheredtocontinueto

receiveinsurance.11.2 The Company agrees to pay the current premium percentage (75%) of the for alleligibleGroup1andGroup2employeesforhospitalizationandmedicalinsurance.TheEmployeewillberequiredtopayadditionalcost(25%)ofpremiumvariationwhichwillbedeductedfrompaychecksonaweeklybasis.

11.2 TheCompanywillprovide thecurrentrates to theUnionandnotify theUnionofanyfutureratechanges.11.3 CONDITIONofPAYMENTforEMPLOYEEOFFWORK

(a)Companyagreestopayitssharetowardtheemployee'shealthcoverageforemployeesforone(1)monthbeyondthemonth inwhich theemployeebecomes illor ishospitalizedor inaccordancewithapplicablestateandfederallaw.TheemployeemustremittheirshareofthehealthcoveragepremiumtotheHumanResourcesOfficebytheendofthefollowingmonth.

(b)Forlaid‐offemployees,Companyagreestopayone(1)monthbeyondthemonthoflayoff.Employee, after one (1)month layoff, and still not called back,may remit to Company, thepremiumsforsamecoverageatdateoflayoff,nottoexceedeighteen(18)additionalmonths‐‐saidpremiumstobepaidtoCompanybythe10thofeachmonth,providingsaidpolicyisnotinconflictwithpolicyofinsurancecarrier.

11.4 PENSION401KPLAN:Group1Full‐TimeandGroup2RegularPart‐TimeemployeesareeligibletojointheCompany’s401(k)retirementplan.

(a)Eligibility:Group1Full‐TimeandGroup2RegularPart‐Timeemployeesareeligibletojointhepensionplan,iftheymeetthefollowingcriteria:

1. Oneyearofservice,with1,000hoursofservice:and. 2. Are21yearsofage. 19 (b) Company Co‐op shall make its contribution for each employee. For the Company

matchingprogram,TtheCo‐opCompanywillmatch$.35ofeachdollartheemployeeplacesintothe401(k)planuptoamaximumof2%ofemployeecompensation. TobeeligiblefortheCompanynon‐electivecontribution,theemployeemusthave1,000hoursofserviceduring the year, and be employed onDecember 31, unless the employee terminatedemployment after the age of 55, or due to death or disability. The Company’s non‐elective contributions are fully vested after the employee has earned three years ofvestingservice.

Regardingemployercontributions,theemployeewouldreceive0%ofemployercontributiontothree(3)yearsofservice,100%ofemployercontributionafter(3)yearsofservice

(c)Theemployeemaymaketheircontributionsthroughpayrolldeductions. Theemployees’

owncontributionsarealways100%vested.Employeesretaintherighttoceasecontributionstotheplanatanytime.Stateandfederalregulationstakeprecedent.

(d)Inaddition,theBoardofDirectorsmaydeclareaminimumof$5,000ofnetproceedsfordistributiontoalleligibleemployeesbasedonapercentageofannualearnings.

(ed) Entry dates will be twice four times per year – January 1,April 1, and July 1 and

October1.(e)Thetermsofthe401(k)PlanDocumentcontrol.11.5 RETIREMENT(a)AnyGroup1Full‐TimeorGroup2RegularPart‐Timeemployeemayretireanytimeafterage55.

(b)AnyGroup1orGroup2employeewhoreachesage70shallberetired.Uponretirement,Companywillpayemployeeanyaccruedvacationpaydue.

(c)Atthetimeofretirement,whereapplicable,employeeshallbegivenoptionofhisdesireinregardtothePension401KPlan.

(d)Stateandfederalregulationstakeprecedent.11.6 LIFEINSURANCE (a)$10,000 life insurance,paidbyCompany forGroup1Full‐TimeSkilledandFull‐TimeLeademployees.

(b) $5,000 life insurance, paid by Company for Full‐Time Clerk and Group2RegularPart‐Timeemployees.

ARTICLE12GENERAL

12.1TheCompanyagreesthatnoemployeeswillbedisciplinedforengaginginlawfulUnionactivitiesasprotectedbytheNationallaborRelationsAct.12.2PROGRESSIVEDISCIPLINEandEMPLOYMENTTERMINATION:Theemployerwillfollowtheprinciplesofprogressivedisciplinewithrespecttominoroffenses.(a)LessthanSeriousOffenses.Forthose“lessthanserious”offenses(asoutlinedinthe

Company handbook) the Companywill follow the steps of the progressive disciplinepolicyandprocedure:Theprocedurewillbe:

1)Verbalwarning; 2)Writtenwarning; 3)Suspension(withoutpay); 4)Discharge.

Depending on the nature of the violation and the circumstances including, but notlimited to, the employee’swork record andpast conduct, one ormore stepsmayberepeated.(b)SeriousOffenses.For“serious”offenses(asoutlinedintheCompany’semployeehandbook)theCompanymayelecttodischargeimmediately.Dependingonthenatureoftheviolationandthecircumstances,theCompanymayelecttosuspend.(c)TheCompanywilladdressabsenteeismandtardiness(including“nocall/noshow”)asoutlinedintheCompany’semployeehandbook.

20

(d) Inarbitrationproceedings, theemployershallnot introduce intoevidenceanywarningsagainstthegrievantwherethewarningsoccurredmorethantwelve(12)monthspriortothedisciplinaryactiongivingrisetothegrievance.Offenses thatwould be subject to progressive discipline and could result in discharge shallincludeBUTNOTlimitedto: a) Cashirregularities. b) InabilitytoachieveandmaintainproductionstandardsassetbyCompany. c) Racialintolerance. d) FailuretoobeyreasonableinstructionnotinconflictwithAgreement. e) Failure to notify manager to be excused form work. Leaving work early

withoutpermissionfrommanager. f) Abuseoflunchandbreaktime. g) Failuretoreportinjuryoraccidentimmediately. h) Discourteousactstocustomersandfellowemployees. i) FailuretofollowCompanypolicyandprocedure. j) Timecardabuses. k) Useofimproperlanguage. l) DisclosureofconfidentialCompanyinformation. m) Tardinessforwork. n) Failure topermit supervisororotherauthorizedpersonnel to inspect items in

possession.Serious offenses that shall result in immediate dismissal but not be limited to the followingoffenses:

1) Dishonesty,stealing,intentionalmismarkingmerchandise. 2) Under the influence and/or improper use of mood altering chemicals and/or

under the influence of/possession of illegal substances while on Company property.

3) Misuse,abuseandunauthorizeduseofCompany,customer,and/or employeeproperty.

4) FalsifyingCompanyrecordsorinformation. 5) Theft. 6) Fighting,immoralconduct,threatsorintimidations. 7) Arrestandconvictionofseriouscrime. 8) Unauthorizedpossessionofweapons. 9) Anyprovenactofintentionalsexualharassment.12.2 COST‐of‐LIVINGADJUSTMENT ‐FORGROUP1EMPLOYEES: It ismutuallyagreedbyCompany andUnion that a Cost‐of‐LivingAdjustment shall bewaived for the period of thiscontract.

21ARTICLE13

SHOPSTEWARDS

TheUnionmay,fromtimetotime,appointaShopStewardfromamongtheCompany’sbargaining‐unitemployees.TheUnionshallimmediatelynotifytheCompanyinwritingoftheappointmentofaShopSteward(orthereplacementofapriorSteward).

ARTICLE1314TERMSandAMENDMENTS

14.1 NO DISCRIMINATION: The Company agrees that it is the policy of the Company toafford equal opportunity for employment, for advancement in employment, and forcontinuationofemploymenttoallindividualsregardlessoftheirreligion,race,color,sex,age,disabilityornationaloriginasestablishedbylaw.14.2 GOVERNMENTREGULATIONSTAKEPREFERENCE:IfanyprovisionsofthisAgreementare foundtobecontrary toany lawsorordersof thegovernment,such lawsorordersshalltakeprecedenceovertheprovisionsofthisAgreement.

13.3TERMS

(a) ForallGroup1andGroup2 employeesand theCompany, this Agreement shall takeeffectasofSeptember1st,2011andshallremainineffectuntilmidnightonAugust31st,2013,andcontinue toremain ineffectunlesswrittennoticeshallbeservedoneitherparty,sixty(60)dayspriortotheexpirationdatehereof.(b)ItisunderstoodthatthistotalAgreementisfora(2)yearperiod,endingonAugust31st,2013.14.43 AMENDMENTS: ThisAgreementmaybeamendedbymutualagreementbetweentheparties if either party proposes amendments to this Agreement during the life thereof;negotiationsonsuchproposalsshallbeginwithinfifteen(15)days.Ifnosettlementisreached,theprovisionsofthisAgreementshallcontinueineffect.

14.3TERMS

(a) For all Full‐Time and Regular Part‐Time employees, and the Company, thisAgreementshalltakeeffectasofOctober1st,2013andshallremainineffectuntilmidnight on September30th,2016,and continue to remain ineffectunlesswrittennotice shall be served on either party, sixty (60) days prior to the expiration datehereof.(b)ItisunderstoodthatthistotalAgreementisforathree(3)yearperiod,endingonSeptember30th,2016.FortheConsumersCooperative ForUFCWLocal1189AssociationofEauClaire,WI Duluth,MN‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐PresidentofBoardofDirectors UnionRepresentativeUFCW1189‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐Date Date

22

SUPPLEMENTA

CONSUMERSCOOPERATIVEASSOCIATIONOFEAUCLAIRE

BASEWAGESCALE

FullTime‐Skilled

Position: Anniversary 10/1/2013 10/1/2014 10/1/2015JourneymanBaker StartingWage $14.65 $14.91 $15.20JourneymanMeatCutter 6months $15.25 $15.52 $15.83

12months $15.75 $16.03 $16.3518months $16.00 $16.28 $16.6124months $16.50 $16.79 $17.1230months $16.65 $16.94 $17.2836months $16.75 $17.04 $17.384years $16.85 $17.14 $17.495years $16.95 $17.25 $17.596years $17.05 $17.35 $17.708years $17.15 $17.45 $17.8010years $17.25 $17.55 $17.9012years $17.35 $17.65 $18.0115years $17.50 $17.81 $18.1620years+ $17.70 $18.01 $18.37

FullTime‐LeadPosition: Anniversary 10/1/2013 10/1/2014 10/1/2015LeadMeatWrapper StartingWage $11.49 $11.69 $11.92LeadProduceClerk 6months $12.00 $12.21 $12.45LeadNightStocker 12months $12.65 $12.87 $13.13FullServiceMeatCaseHeadClerk

18months $12.85 $13.07 $13.34

LeadBakeryClerk 24months $13.25 $13.48 $13.75CakeDecorator 30months $13.35 $13.58 $13.86ApprenticeBaker 36months $13.48 $13.72 $13.99ReceivingClerk 4years $13.64 $13.88 $14.16LeadJanitor 5years $13.74 $13.98 $14.26ApprenticeMeatCutter 6years $13.84 $14.08 $14.36LeadDeliClerk 8years $13.94 $14.18 $14.47

10years $14.04 $14.29 $14.5712years $14.14 $14.39 $14.6815years $14.29 $14.54 $14.8320years+ $14.49 $14.74 $15.04

FullTime‐ClerkandRegularPartTimeClerkPosition: Anniversary 10/1/2013 10/1/2014 10/1/2015MeatClerk/MeatWrapper StartingWage $8.49 $8.64 $8.81ProduceClerk 6months $8.85 $9.00 $9.18LiquorClerk 12months $9.27 $9.43 $9.62DeliClerk 18months $9.53 $9.70 $9.89FloralClerk 24months $9.95 $10.12 $10.33DairyClerk 30months $10.05 $10.23 $10.43BakeryClerk 36months $10.15 $10.33 $10.53PricingClerk 4years $10.25 $10.43 $10.64ServiceDeskClerk 5years $10.35 $10.53 $10.74CustomerServiceClerk 6years $10.45 $10.63 $10.85Janitor 8years $10.55 $10.73 $10.95Bagger 10years $10.65 $10.84 $11.05CashAccountingClerk 12years $10.75 $10.94 $11.16Cashier 15years $10.90 $11.09 $11.31EarlyNightStocker 20years+ $11.10 $11.29 $11.52FrozenClerkBaristaDeliveryDriverFullTime‐Clerk(nighthours)Position: Anniversary 10/1/2013 10/1/2014 10/1/2015NightStocker StartingWage $9.98 $10.15 $10.36Cashier 6months $10.27 $10.45 $10.66BakersHelper 12months $10.63 $10.82 $11.03DeliveryDriver 18months $10.93 $11.12 $11.34

24months $11.15 $11.35 $11.5730months $11.25 $11.45 $11.6836months $11.35 $11.55 $11.784years $11.45 $11.65 $11.885years $11.55 $11.75 $11.996years $11.65 $11.85 $12.098years $11.75 $11.96 $12.1910years $11.85 $12.06 $12.3012years $11.95 $12.16 $12.4015years $12.10 $12.31 $12.5620years+ $12.30 $12.52 $12.77

ConvenienceStoreClerkPosition: Anniversary 10/1/2013 10/1/2014 10/1/2015ConvenienceStoreClerk StartingWage $9.32 $9.48 $9.67

6months $9.85 $10.02 $10.2212months $10.33 $10.51 $10.7218months $10.67 $10.86 $11.0724months $10.97 $11.16 $11.3930months $11.07 $11.26 $11.4936months $11.17 $11.37 $11.594years $11.27 $11.47 $11.705years $11.37 $11.57 $11.806years $11.47 $11.67 $11.908years $11.57 $11.77 $12.0110years $11.67 $11.87 $12.1112years $11.77 $11.98 $12.2215years $11.92 $12.13 $12.3720years+ $12.12 $12.33 $12.58

ConvenienceStoreClerk(nighthours)Position: Anniversary 10/1/2013 10/1/2014 10/1/2015ThirdShiftConvenienceStoreClerk StartingWage $10.32 $10.50 $10.71

6months $10.85 $11.04 $11.26

12months $11.30 $11.50 $11.7318months $11.40 $11.60 $11.8324months $11.60 $11.80 $12.0430months $11.80 $12.01 $12.2536months $11.90 $12.11 $12.354years $12.00 $12.21 $12.455years $12.10 $12.31 $12.566years $12.20 $12.41 $12.668years $12.30 $12.52 $12.7710years $12.40 $12.62 $12.8712years $12.50 $12.72 $12.9715years $12.60 $12.82 $13.0820years+ $12.85 $13.07 $13.34

PremiumPayRate(SeeSection9.12c)Opening(5am‐6am)orclosingshift(12am‐1am) $0.25CashAccountingClerk $1.50DonutFrying $1.15LeadNightStocker $1.00PricingClerk $0.50ServiceDesk $0.50

IncentivePayRate(SeeSection9.12c)ThirdShift(12a‐6a) $1.00PricingClerk $0.50ServiceDesk $0.50DonutFrying $1.15Leads/Skillstemporarilytakingonadditionalresponsibilitiesinabsenceofdepartmentmanager

$1.00

CONSUMERSCOOPERATIVEASSOCIATIONOFEAUCLAIREANDUNITEDFOOOD&COMMERCIALWORKERSLOCAL1189WORKING&WAGEAGREEMENTMINIMUMWAGESCALEGROUP1‐CLASSIFICATIONA–SKILLED

JourneymanBaker‐JourneymanMeatCutter‐GeneralMechanic/Refrig/Heat

9/1/2010 9/1/20111%

9/1/20122%

0to6 14.08 14.22 14.506to12 14.72 14.86 15.1512to24 15.36 15.51 15.66over24 16.00 16.16 16.485years+ 16.32 16.48 16.8020years+ 16.64 16.80 17.13

GROUP1‐CLASSIFICATIONB‐1

BulkPetroleumDrivers

9/1/2010 9/1/20111%

9/1/20122%


GROUP1‐CLASSIFICATIONB‐2

LeadProduceClerk/HeadClerks‐Receiving/WarehouseClerk‐LeadJanitorLeadMeatWrapper‐HeadNightStocker‐ApprenticeMeatCutter‐FullServiceMeatCaseHeadClerk‐ApprenticeBaker‐HeadBakeryClerk/CakeDecoratorLeadLube&OilTechnician

9/1/2010

9/1/20111%

9/1/20122%


23

GROUP2‐CLASSIFICATIONANIGHTHOURS

NightStockPersonnel‐Baker'sHelper‐3rdshiftCashiers‐3rdshiftC‐StoreClerks3rdshiftClerk‐CashAccounting

9/1/2010

9/1/20111%

9/1/20122%


GROUP2‐CLASSIFICATIONB

MeatClerk‐DeliClerk‐ProduceClerk‐FloralClerk‐DSD/PricingClerk‐LiquorClerkEarlyNightStocker‐Cashier/CustomerServiceClerk‐MeatWrapper‐DairyClerkServiceDeskClerk‐BakeryClerkJanitor

9/1/2010

9/1/20111%

9/1/20122%


GROUP2‐CLASSIFICATIONC

ConvenienceStoreClerk‐Lube&OilTechnician

9/1/2010

9/1/20111%

9/1/20122%


24PREMIUMPAYFORSELECTPOSITIONS

CashAccountingClerk $.50/hourPricingClerk $.50/hourThirdShiftGroup1 $1.00/hourDonutFryerPremium $1.15/hourGROUP2‐CONSISTENTLYWORKING

5amOpeningor12MidnightClosingShift $.25/hourCashAccountingPremium $1.00/hourServiceDeskPremium $.50/hour

25LetterofAgreement

TheCompanyandtheUnionhaveagreedtothefollowingprocesstoimplementthetermsandconditionsoftheAgreement:Electronictime/Scheduling:TheCompanymayimplementanelectronictime/schedulingsystem.WageandWageScaleIncreases:

a. Upon ratification, Employees will receive a “transitional” increase, applied to each base wage rate, as set forth within attached Supplement “A.” b. Effective 10/1/2014, 1.75% increase applied to each base wage rate. c. Effective 10/1/2015, 2.00% increase applied to each base wage rate. d. Every employee who is part of the bargaining unit prior to ratification and actively employed within the bargaining unit on the date of ratification shall receive retroactive pay to October 1, 2013.

WageMapping:Employeeswillmovetothewagerateonthenewwagescale(Supplement“A”)thatcorrespondstotheirdateofhireandtheirclassification.TheCompanyhasprovidedtheUnionwithasheet/tabletoillustratewhereemployeeswillbeplacedwithinSupplement“A”uponratification.TheapplicableSupplement“A”isattachedtothisAgreement.EmployeeswhowerehiredwithpreviousMega/Holidayexperiencewillhavesuchtimecreditedtowardtheirnewwagerate.Employeeswhoweregrantedcreditforexperience,atthetimeofhireorrehire,fromanemployerotherthanMega/Holiday,willbeplacedatthenearesthigherwagerateonthenewscale(Supplement“A”)andprogressfromthere[consistentwithhowthepartiesmappedthisprocessduringopensessionon4‐21‐14].

ReviewofWagePlacement:Employeeswhofeelthattheyhavebeenincorrectlyplacedonthenewwagescalehave30daysfromthereceiptoftheirfirstpaycheckwiththenewwageratetonotifyHumanResourcesandrequestareviewoftheirwagerate.IftheemployeeisunsatisfiedwiththeCompany’sdecision,theemployeemustfileagrievancewithin14daysoftheCompany’sresponsetotheemployee’srequestforreview.

30‐daylimit:Itisunderstoodandagreedthatrequestsforreviewnotmadewithinthe30‐dayperiodaretimebarredandwillnotbeprocessedorconsidered.Transitionperiod:TheCompanywillbeallowedaperiodofupto30‐daystotransitiontothetermsandconditionsoutlinedinthenewAgreement.DuringthisperiodtheUnionagreestoassisttheCompanytoensureasmoothaccuratetransition.ItisagreedthatthistransitionperiodisinthebestinterestofallpartiesanddoesnotpreventtheUnionfromgrievinganydisputesthatarisebutdonotgetresolvedduring(orafter)thetransitionperiod.

contract between united food and commercial workers … · contract between united food and...

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