A G R E E M E N T
BETWEEN
SANDERSON FARMS, INC.
(COLLINS PROCESSING DIVISION)
AND
LABORERS' INTERNATIONAL UNION OF NORTH AMERICA,
PROFESSIONAL EMPLOYEES LOCAL UNION #693, AFL-CIO
JANUARY 13, 2000 - DECEMBER 31, 2003
TABLE OF CONTENTS
ARTICLE PAGE
- ------- ----
1. AGREEMENT 1
2. RECOGNITION 1
3. MANAGEMENT PREROGATIVES 1
4. SHOP STEWARDS 2
5. UNION BULLETIN BOARD 2
6. NO STRIKE - NO LOCK OUT 2
7. GRIEVANCE PROCEDURE 3
STEP 1 3
STEP 2 3
STEP 3 3
8. ARBITRATION 4
9. SENIORITY 5
10. SENIORITY LIST 6
11. HOURS OF WORK 7
12. LEAVES OF ABSENCE 8
13. VACATIONS 9
14. HOLIDAYS 10
15. INSURANCE 11
16. WAGES 11
17. MISCELLANEOUS 12
18. EMPLOYEE STOCK OWNERSHIP PLAN 13
19. NO DISCRIMINATION 13
20. AUTHORIZATION FOR REPRESENTATION AND CHECK-OFF 13
21. UNION SECURITY 13
22. DURATION OF AGREEMENT 14
SIGNATURES 14
APPENDIX A - WAGE RATES *
APPENDIX B - CHECK-OFF *
ARTICLE 1
AGREEMENT
Section 1. This Agreement made and entered into this 13th day of January, 2000,
by and between Sanderson Farms, Inc. (Collins Processing Division) at its
Collins, Mississippi, location (hereinafter referred to as the "Company"), and
Laborers' International Union of North America, Professional Employees Local
Union #693, AFL-CIO (hereinafter referred to as the "Union".
ARTICLE 2
RECOGNITION
Section 2.1. The Employer recognizes the Union as the sole exclusive bargaining
agency for all production and maintenance employees, including truck drivers and
rendering employees, employed at its Collins, Mississippi facility, excluding
office clerical employees, truck shop employees, guards, professional employees,
and supervisors, as defined in the Act, certified on February 23, 1995, by the
National Labor Relations Board through an NLRB election, Case No. 15-RC-7846.
The following jobs are excluded from coverage:
(1) Office Clerical Employees (2) Cost Counting Records Clerks
(3) Processing Accounting Clerks (4) Sales Clerks
(5) Live Haul Drivers (6) Cage Repair Employees
(7) Professional Employees (8) Guards and Supervisors
(9) Child Care Employees (10) Maintenance Parts Buyers
ARTICLE 3
MANAGEMENT PREROGATIVES
Section 3.1. Nothing in this Agreement shall be deemed to limit the Employer in
any way in the exercise of the customary functions of management which are
recognized as the Employer's exclusive responsibility, including, but not
limited to, the right to plan, direct, and control operations, to utilize the
services of contractors, to determine the number, size and location of its
establishments, to close an establishment or departments thereof, to hire, to
promote, to demote, and for proper cause to discipline, suspend or discharge, to
assign and schedule work and transfer employees from one job or department to
another, and to make and enforce reasonable rules and regulations relative to
any and all of these matters or to the management of its operation, provided
that the reasonableness of rules may be tested in the grievance procedure. The
Employer shall be the exclusive judge of all matters pertaining to its
operations and their scheduling and the methods, processes, equipment, means of
operation and size of workforce.
Section 3.2. The Employer retains all prerogatives and rights of management and
all privileges and responsibilities not specifically limited by this Agreement.
ARTICLE 4
SHOP STEWARDS
Section 4.1. The Employer recognizes the right of the Union to designate shop
stewards, not to exceed eleven (11) in number, who shall be assigned to serve
specific areas of the plant to handle such Union business as may arise. The shop
stewards shall be employees of the Company. The Union shall notify the Company
in writing as to the names of the stewards and of any changes in designation of
stewards.
Section 4.2. A representative of the Union shall be permitted to enter the plant
at reasonable times, upon Employer's premises and plant, provided such
representative shall in no way interfere with the operations of Employer's
business and shall make arrangements with the Employer's manager.
ARTICLE 5
UNION BULLETIN BOARD
Section 5.1. The Employer will provide a bulletin board in the plant for posting
of Union notices. All matters to be posted shall be submitted to the Division
Manager or a designated representative for approval prior to posting, and
management's decision shall be final.
ARTICLE 6
NO STRIKE - NO LOCK OUT
Section 6.1. For the duration of this Agreement, there shall be no strike,
stoppages, slowdowns, picketing, or other interruption of or interference with
the operations of the plant.
Section 6.2. The Company shall not lock out employees for the duration of this
Agreement. Section 6.3. Neither the violation of any provisions of the
Agreement, nor the commission of any act constituting an unfair labor practice,
or otherwise made unlawful, shall excuse the employees, the Union, or the
Company from their obligations under the provisions of this Article.
Section 6.4. An employee discharged or otherwise disciplined for violation of
this Article, may seek review of such discipline through the grievance and
arbitration procedures provided herein. In this event, the only question to be
reviewed shall be whether or not the employee participated in the prohibited
conduct.
ARTICLE 7
GRIEVANCE PROCEDURE
Section 7.1. Grievances arising under this contract are herein defined as a
claim by a party to this Agreement or an employee covered by this Agreement that
the Company or the Union has violated a provision of this Agreement.
STEP I
The employee shall discuss the grievance or complaint with the immediate
supervisor within five (5) working days after the event giving rise thereto
occurs, or within five (5) working days following the date on which the grievant
had or reasonably would have had knowledge thereof. In the event the employee so
requests, the appropriate steward shall be present at this step. The supervisor
shall give an answer within five (5) working days after the grievance is
received.
STEP 2
If there is no settlement in Step 1, the grievance may be presented by the
employee and/or shop steward within five (5) working days from the date on which
the supervisor's answer was given in Step 1. The grievance must be presented in
writing to the department superintendent and must state the following
information:
(a) name or names of employee or employees involved; (b) the department or
departments involved; (c) the date and time of the occurrence or discovery
of the grievance; (d) the facts of the incident on which the claim is
based;
(e) the specific provision of this Agreement alleged to have been
violated; (f) the remedy requested.
The department superintendent shall give the Company's answer in writing within
five (5) working days after the grievance is received by the superintendent.
STEP 3
In the event the grievance is not settled in Step 2, then the grievance
may be appealed in writing to the division manager or a designated
representative by the Union to Step 3 within five (5) working days from the
Company's answer in Step 2. The division manager or a designated representative
shall give an answer in writing within five (5) working days from the date of
the appeal. In the event the grievance is not settled then the aggrieved party
or parties shall have the right to request arbitration.
In the event a grievance arises on behalf of the Employer, the matter
shall be presented to the Union Business Agent in writing, who shall have seven
(7) days from the date of submission within which to endeavor to reconcile the
grievance presented and shall give an answer in writing within that time. If not
settled within that time, the aggrieved party or parties shall have the right to
request arbitration.
Section 7.2. Discharge grievances shall be processed initially under Step 3 of
the grievance procedure. The written grievance shall be filed with the division
manager within five (5) working days following the date of discharge.
Section 7.3. A failure to observe the time limit specified herein for original
presentation of a grievance or presentation in any subsequent step of the
grievance procedure on the part of either the grievant or the Union shall be
conclusive evidence that the grievance has been settled and abandoned.
Failure on the part of the Company to comply with the time limits for
delivering its answer in any step of the grievance procedure shall automatically
advance the grievance to the next step of the grievance procedure.
The time limits of the grievance procedure may be extended by mutual
consent of the Union and the Company.
ARTICLE 8
ARBITRATION
Section 8.1. If a party to this Agreement desires to take a grievance to
arbitration, it shall within fifteen (15) calendar days after the denial of the
grievance, give written notice of his intention to the other party, together
with a written statement of the specific provision or provisions of this
Agreement at issue.
Section 8.2. The parties shall attempt to select an impartial arbitrator. If
they are unable to agree upon a choice within seven (7) calendar days after the
receipt of Notice of Intent to Arbitrate, either party may request the Federal
Mediation and Conciliation Service to submit a list of five (5) arbitrators,
from which the arbitrator will be selected. Selection shall be made by the
parties alternately striking any name from the list (the first to strike shall
be the party requesting arbitration) until only one (1) name remains. The final
name remaining shall be the arbitrator of the grievance.
Section 8.3. The jurisdiction and the decision of the arbitrator of the
grievance shall be confined to a determination of the acts and the
interpretation or application of the specific provision or provisions of this
Agreement at issue. The Arbitrator shall be bound by terms and provisions of
this Agreement and shall have the authority to consider only grievances
representing solely an arbitration issue under this Agreement. The arbitrator
shall have no authority to add to, alter, amend, or modify any provision of this
Agreement. The decision of the arbitrator in writing on any issue properly
before the arbitrator in accordance with the provisions of this Agreement, shall
be final and binding on the aggrieved employee or employees, the Union, and the
Employer.
Section 8.4. Multiple grievances shall not be heard before one arbitrator at the
same hearing except by mutual agreement of the parties. Section 8.5. The Union
and the Employer shall each bear its own costs in these arbitration proceedings,
except that they shall share equally the fee and other expenses of the
arbitrator in connection with the grievance.
ARTICLE 9
SENIORITY
Section 9.1. Seniority is defined as the length of an employee's continuous
employment in the bargaining unit at the Company's Collins, Mississippi, poultry
processing plant since the last permanent date of employment. For purposes of
layoff, recall, promotion, and vacation only, this shall include continuous
service which began prior to the acquisition of the plant by the Company.
Section 9.2. All newly hired or rehired employees shall be considered as
probationary employees for a period of ninety (90) days during which period they
shall not acquire seniority, and during which they may be discharged without
recourse to the grievance and arbitration procedures provided herein. If
retained as a regular employee upon satisfactory completion of the probationary
period, seniority shall be retroactive to the first day of employment.
Section 9.3. In matters of layoff, recall, and promotion, consideration will be
given to an employee's skill, ability, attendance, versatility, training,
physical fitness, and seniority; and when, in the opinion of the Company, the
factors other than seniority are relatively equal, seniority will be the
deciding factor.
Section 9.4. An employee's seniority shall be lost and employment considered
terminated by:
(a) discharge for just cause;
(b) failure to return from layoff within five (5) working days after
written notice by certified mail is sent by the Company to the
employee's last known address on the Company's books. Actual notice
to the employee of recall by any other means shall satisfy the terms
of this provision;
(c) voluntary termination of employment;
(d) failure to report after termination of a leave of absence approved
by the Company in writing on the first scheduled day following the
expiration of such leave of absence;
(e) engaging in a gainful occupation while on leave of absence;
(f) absence from work for three (3) consecutive working days without
notice to the Company, which shall be considered as a voluntary
quit, unless notice was prevented by a cause beyond the control of
the employee;
(g) separation from the Company's active payroll for any reason,
exclusive of leaves of absence approved by the Company, for a period
exceeding an employee's length of service in the Collins plant, or
three (3) months, whichever is less.
Section 9.5. For the purposes of this Agreement, layoffs shall be classified as
(a) "short term" and (b) "long term". A short term layoff is a layoff which will
not exceed ten (10) workdays in length. Short term layoffs may be made without
regard to seniority. A long term layoff is a layoff which will exceed ten (10)
workdays in length. Long term layoffs shall be made subject to Section 3 of this
Article.
Section 9.6. All permanent job vacancies in premium rated classifications shall
be posted for two (2) consecutive working days on the plant bulletin board.
Employees in lower rated classifications desiring promotion to such jobs shall
sign a bid sheet posted on the bulletin board. An employee who does not sign
such bid sheet shall have no right to consideration for the vacancy. However,
the fact that an employee did not sign the bid sheet will not preclude that
employee's selection for the job by the Company if none of the signers is
determined to be qualified. If no qualified employee bids on the posted
position, the Company may fill the position in its discretion. If, after a
reasonable period not to exceed thirty (30) days, the employee selected for the
posted position achieves an acceptable level of performance, the employee shall
receive the rate of the new position. If the employee fails to perform in an
acceptable manner, such employee shall return to a job in their former
classification and the premium job shall be posted again. An employee who
self-disqualifies shall return to the extra board at the line operator's rate of
pay and shall not be eligible for bidding on a premium job for a period of six
(6) months.
Section 9.7. Assignments involving employees on the extra board shall be in
order of seniority. Within a department, no extra board employee shall be
retained over a permanently assigned employee.
ARTICLE 10
SENIORITY LIST
Section 10.1. Upon request at any reasonable time, the Company shall furnish to
the Union a current seniority list.
ARTICLE 11
HOURS OF WORK
Section 11.1. The regular work week shall consist of five (5) days or forty (40)
hours. This shall not be construed as a guarantee of any amount of hours or
work. The basic work week shall be the seven (7) day period from 12:01 a.m.
Sunday until midnight the following Saturday. Employees will be given at least
one (1) calendar week's notice of any change by the Company of the payroll week.
Section 11.2. An employee who works more than forty (40) hours in any one week
shall be paid at time and one-half the regular rate of pay for all hours in
excess of forty (40). Section 11.3. When employees are called to work a shift
outside their regularly scheduled shift and report for work, or when they report
to work at their regularly scheduled time, they shall be given the opportunity
to work a minimum of three (3) hours or receive pay for same at the applicable
hourly rate, except that no such pay shall be made when the plant cannot operate
for reasons beyond the control of the Employer, such as, but not limited to,
strikes, utility failure, fire, flood, storms or other acts of God interfering
with work, or a breakdown of machinery or equipment when the Company notifies
the employees not to report to work at least four (4) hours prior to the
scheduled time to work.
Section 11.4. Employees will be paid at their regular rate for all waiting time
of thirty (30) minutes or less, so long as they do any job they are assigned.
Employees will not be paid for waiting time which exceeds thirty (30) minutes if
(1) they are relieved of all duties, (2) are free to leave the plant, and (3)
are told the time they must return to work. Employees will not be relieved
without pay more than once in any workday except for a lunch break of not more
than one (1) hour.
Section 11.5. The Company will provide one (1) unpaid break of not less than
thirty (30) minutes for lunch during each shift, and shall provide one (1)
twelve (12) minute paid rest period prior to lunch each day. In addition, all
employees will be allowed one (1) twelve (12) minute paid rest period after the
lunch break provided the work time is expected to be not less than two and
one-half (2 1/2) hours. No unpaid break shall be provided for maintenance
employees and truck drivers.
The Company shall have the right to provide a twenty-four (24) minute paid
lunch break to Clean-Up Line Operators on restricted hours in lieu of all breaks
provided in this Section. Section 11.6. A Clean-Up Line Operator who has
completed the probationary period and is permanently assigned to restricted
hours in the clean up department shall receive an hourly adjustment of ninety
(90) cents for each hour worked in that assignment.
Section 11.7. Employees who have completed the probationary period and are
temporarily assigned for one or more consecutive hours to perform the duties of
an absent employee in a higher paid classification shall receive the rate of
that classification while performing the duties of the classification. Employees
who work at more than one pay rate during a week in which they earn overtime
shall receive overtime pay based upon an average of the rates earned during that
week.
ARTICLE 12
LEAVES OF ABSENCE
Section 12.1. An employee who has completed the probationary period may be
granted, at the Company's discretion, a leave of absence without pay for a
reasonable period of time, not to exceed one (1) month, for the following
reasons:
(a) emergency personal business;
(b) serious illness in the immediate family (spouse,
children or parents), supported by a doctor's certificate; and
(c) Union business, upon written request by the Union's
Business Manager, provided that no more than three (3) employees
shall be on such leave simultaneously.
Section 12.2. Employees who have completed their probationary period are
eligible for up to thirteen (13) weeks per year of unpaid family and medical
treatment leave for the following reasons:
(a) Employee's serious health condition -- a medical certification will be
required which states that the employee is unable to perform the functions of
the employee's position.
(b) Family serious health condition -- spouse, parent, or child. A medical
certification will be required stating the employee is "needed to care for the
individual." (c) New child leave -- the birth, adoption or foster care placement
by a state agency of a child, and, the need to care for the child; such leave
may be prior to the actual birth or placement.
The provisions of this Section shall be administered in accordance with
the Family and Medical Leave Act of 1993 (FMLA). Section 12.3. Employees who
have completed their probationary period who lose actual work time in order to
attend the funeral of a family member shall receive a paid funeral leave for
time necessarily lost during the employee's regularly scheduled shift, provided
the employee would have been scheduled and at work during that day. Said leave
shall be up to three (3) days with pay for a deceased parent, spouse, child,
brother, or sister and one (1) day for a deceased father-in-law, mother-in-law,
grandparent, brother-in-law, or sister-in-law. In order to receive pay under
this Section, an employee must be actively working, must make application for
such paid leave, and must attend the funeral. The Company may require
satisfactory evidence of attendance at the funeral and the relationship of the
deceased.
Section 12.4. If the Company has knowledge that an employee, in a premium-rated
classification, will be on family and medical leave, military leave, or an
industrial injury leave for more than thirty (30) calendar days, the job will be
posted and filled on a temporary basis. The successful bidder will receive the
rate of the premium classification for the period its duties are performed. When
employees on leave under this Section return, they shall be immediately assigned
to their old job; employees temporarily filling the job shall return to their
regular classification and pay rate.
Section 12.5. The Company shall pay each active employee who reports for jury
duty the difference between pay up to eight times the hourly rate for time
actually lost and the juror's daily fee for each day the employee is required to
serve on a jury. The employee must report to work during those days of his
regularly scheduled shift during which the employee is not required to report
for jury duty or be available at court for jury service. The employee must
present proof of jury service and the amount of compensation received from the
court.
ARTICLE 13
VACATIONS
Section 13.1. Regular full-time employees shall be eligible for one (1) week's
vacation after the first anniversary date of continuous employment, and after
the anniversary date of each succeeding year.
Employees shall be eligible for a second week of vacation after the second
anniversary date of continuous employment, and after the anniversary date of
each succeeding year of continuous employment.
Employees shall be eligible for a third week of vacation after the tenth
anniversary date of continuous employment, and after the anniversary date of
each succeeding year of continuous employment.
Employees shall be eligible for a fourth week of vacation after the
twentieth anniversary date of continuous employment and after the anniversary
date of each succeeding year of continuous employment.
Section 13.2. To be eligible for a vacation, an employee must have worked
sixteen hundred (1,600) hours during the preceding twelve (12) months or eighty
(80) percent of available hours for that period, whichever is less. Vacations
and holidays not worked shall be considered time worked for purposes of this
Section.
Section 13.3. Vacation pay shall be computed at forty (40) times the Employee's
regular straight time hourly rate. Section 13.4. Due consideration will be given
employees' choice of vacation time, but all vacations scheduled are subject to
the final approval of the Company in keeping with the Company's scheduling
needs. In the event that two or more employees cannot be released at the same
time, the employee with the longest service with the Company will be given
preference. An employee who notifies the Company of a vacation choice thirty
(30) days in advance shall not lose that vacation choice to another employee.
Vacations may not be scheduled for periods of less than a week, and all
vacations must be taken within an anniversary year.
Section 13.5. The Company reserves the right to schedule a plant shutdown for
one .(l) week in any year, which shall be treated as a vacation week for those
employees entitled to vacation.
ARTICLE 14
HOLIDAYS
Section 14.1. The following shall be considered holidays:
New Year's Day Labor Day
Martin Luther King's Birthday Thanksgiving Day
Memorial Day Christmas Day
July Fourth Birthday Holiday
The birthday holiday shall be taken on the employee's birthday. If the
birthday falls on a Saturday or Sunday, the holiday shall be taken on a day
agreed upon by the Company and the employee within one week of the birthday.
Section 14.2. All regular full-time employees who have completed their
probationary period shall be paid for eight (8) hours at their regular straight
time rate for each holiday enumerated above, provided they report for work and
work all scheduled hours on the workday preceding and the workday next following
the holiday, unless the employee was necessarily absent due to personal illness,
supported by a doctor's certificate, or because of an emergency occurring to the
employee or the employee's immediate family (meaning only spouse, children, or
parents). No employee shall lose holiday pay because of missing no more than
thirty (30) minutes on the workday before or the workday following the holiday.
In any event, an employee must work at least one (1) day during the
calendar week in which a holiday falls in order to be eligible for holiday pay,
except the employee who is on vacation.
Section 14.3. Employees required to work on a holiday shall be paid the amount
provided above, in addition to their regular earnings for that day. Hours not
worked on a holiday shall not be considered as work time in computing any
additional compensation due under the overtime provisions of this contract.
Section 14.4. If an employee is required to work and fails to report or fails to
work scheduled hours on a holiday, the employee shall forfeit holiday pay for
that day. Section 14.5. Employees on vacation during the week in which a holiday
falls shall receive holiday pay.
ARTICLE 15
INSURANCE
Section 15.1. The Company will provide a group insurance program for employees
covered by this Agreement. The Company will continue to make monthly
contributions toward group insurance premiums in the same proportion as is
currently in effect. Employees will bear the remaining costs of the insurance.
ARTICLE 16
WAGES
Section 16.1. Wages shall be paid as provided in Appendix A attached hereto and
made a part of this Agreement. Section 16.2. Whenever a new job classification
is created by the Company, or there is a change or merger of job classifications
or the job content of job classifications, the Company will discuss the
appropriate wage rate with the Union. If a mutually satisfactory rate cannot be
agreed upon, the Company will set the rate. The Union may file a grievance on
the rate, and the dispute shall be settled in accordance with the grievance and
arbitration procedures of this contract.
Section 16.3. Any employees who, upon the effective date of the wage rate set
forth in Appendix A, are earning in excess of the applicable rate, shall, during
the term of this Agreement, continue to receive their current rate until the
contract rate equals or exceeds that rate. This section shall not apply to any
employee in a classification which has been paid on a salary basis under any
past contract.
Section 16.4. In addition to the wage rates as provided in Appendix A,
production employees who have been continuously employed for five (5) or more
years shall receive seniority pay of twenty (20) cents per hour. Maintenance
employees and distribution drivers who have been continuously employed for five
(5) or more years will receive seniority pay of fifty (50) cents per hour. Long
haul drivers who have been continuously employed for five (5) more years will
receive an additional one (1) cent on the applicable mileage rate.
Section 16.5. Employees who have been continuously employed for one (1) or more
years shall receive a night shift differential of twenty-five (25) cents per
hour for work performed on a shift starting during the hours beginning 12:00
noon through 1:00 a.m. The starting time of a shift determines if it is subject
to the shift differential. Employees performing work on a night shift which is
not their regular shift will receive shift differential for such work if it
lasts three (3) or more hours. Distribution drivers shall not receive shift
differential regardless of the time they begin work.
ARTICLE 17
MISCELLANEOUS
Section 17.1. The Company shall maintain safe, sanitary, and healthy working
conditions at all times, and employees will be required to cooperate in
maintaining such conditions. Any complaints regarding safety or health shall be
processed through the grievance and arbitration provisions of this Agreement.
Section 17.2. The Company will provide any uniforms required of employees who
have completed their probationary period.
The Company will furnish required safety equipment, gloves, aprons, hair
nets, freezer gloves, cotton gloves, and smocks at no cost to the employee.
Needed replacements, through normal use, will be made at no cost provided the
worn out article is returned to the Company. If an item is lost or destroyed
through employee negligence, the employee will be charged for its replacement.
Section 17.3. The Employer may require any employee to take a physical
examination at any time at the Employer's expense. Section 17.4. It shall be the
responsibility of all employees to keep the Employer apprised of their current
address, telephone number, marital status and number of dependents.
Section 17.5. It is the intent of the parties hereto that no provisions of this
Agreement shall require either party to perform any act which shall be unlawful
under any Mississippi or Federal statute.
ARTICLE 18
EMPLOYEE STOCK OWNERSHIP PLAN - RETIREMENT
Section 18.1. Employees covered by this Agreement will continue to be covered by
the Employee Stock Ownership Plan of Sanderson Farms, Inc. and Affiliates.
Participation and benefits in the plan shall be in accordance with the
provisions of that plan.
ARTICLE 19
NO DISCRIMINATION
Section 19.1. The Company and the Union agree that they will not discriminate
against any person with regard to employment or Union membership because of
race, creed, color, sex, religion, age, national origin, or disability (as
defined in the Americans With Disabilities Act).
Section 19.2. Whenever masculine gender is used in this Agreement, it shall
apply to the feminine gender.
ARTICLE 20
AUTHORIZATION FOR REPRESENTATION AND CHECK-OFF
Section 20.1. During the term of this Agreement, the Company will deduct
initiation fees, assessments, and Union dues from the wages of employees who
individually authorize the Company on a form in compliance with Appendix B to
this Agreement. Section 20.2. The Union shall save the Company harmless against
and from all claims, demands, suits or other forms of liability that arise out
of or by reason of action taken or not taken by the Company in reliance upon or
compliance with any provisions of this Article.
Section 20.3. It is agreed that by reason of institution of the above check-off
system, collections by any other method on the Company's premises are
prohibited, except with the permission of the Company.
ARTICLE 21
UNION SECURITY
Section 21.1. It shall be a condition of employment that all employees of the
Employer covered by this Agreement become members of the Union in good standing
not later than thirty-one (31) days after the effective date of this Agreement,
and remain members in good standing of the Union. It shall also be a condition
of employment that all employees covered by this Agreement and hired on or after
its effective date shall on the thirty-first (31st) day following the beginning
of such employment become and remain members in good standing in the Union.
The Union shall save the Company harmless against and from all claims,
demands, suits, or other forms of liability that arise out of or by reason of
action taken or not taken by the Company in reliance upon or compliance with any
provisions of this Article.
It is understood and agreed that the provisions of this Article shall be
effective only to the extent permitted by applicable law.
ARTICLE 22
DURATION OF AGREEMENT
Section 22.1. This Agreement shall remain in full force and effect from the 13th
day of January, 2000 until the 31st day of December, 2003, and shall continue
thereafter from year to year until either party to this Agreement desires to
terminate this Agreement by giving written notice at least sixty (60) days prior
to December 31, 2003, or at least sixty (60) days' written notice prior to any
anniversary date thereafter. The parties to this Agreement shall endeavor to
satisfactorily negotiate any contemplated change or execute a new Agreement
during the sixty (60) day period, after proper notice in writing has been given
as provided herein and above. Notice, as specified in this Article, shall be
mailed via United States Certified Mail.
IN WITNESS WHEREOF, the parties have hereunto signed their names this
______ day of January, 2000.
SANDERSON FARMS, INC. LABORERS' INTERNATIONAL UNION
(Collins Processing Division) OF NORTH AMERICA, PROFESSIONAL
EMPLOYEES LOCAL UNION #693
AFL-CIO
/c/Daniel J. Nicovich /s/Charles Carney
- -------------------------------- -----------------------------------
/s/Jimmie Funelin
- -------------------------------- -----------------------------------
/s/Sheila Richardson
- -------------------------------- -----------------------------------
/s/Jerry Barnes
-----------------------------------
/s/Easter Ducksworth
-----------------------------------
/s/Cassandra Magee
-----------------------------------
-----------------------------------
-----------------------------------
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APPENDIX "A"
WAGE SCHEDULE
EFFECTIVE
1/16/00 1/07/01 1/06/02 1/05/03
PROCESSING
Receiving
Forklift Operator ................ 8.25 8.45 8.80 9.15
Hanging Dock ..................... 8.10 8.30 8.65 9.00
Picking
Killer ........................... 8.35 8.55 8.90 9.25
Floorworker ...................... 8.00 8.20 8.55 8.90
Line Operator .................... 7.85 8.05 8.40 8.75
Eviscerating
Floorworker ...................... 8.00 8.20 8.55 8.90
Bird Chiller Operator ............ 8.00 8.20 8.55 8.90
Line Operator .................... 7.85 8.05 8.40 8.75
PACKING
Drip Line
Forklift Operator ................ 8.30 8.50 8.85 9.20
Scale Operator ................... 8.10 8.30 8.65 9.00
Floorworker ...................... 8.00 8.20 8.55 8.90
Giblet Chiller Operator .......... 8.00 8.20 8.55 8.90
Grader ........................... 7.95 8.15 8.50 8.85
Line Operator .................... 7.85 8.05 8.40 8.75
Specialty
Scale Operator ................... 8.10 8.30 8.65 9.00
Floorworker ...................... 8.00 8.20 8.55 8.90
Line Operator .................... 7.85 8.05 8.40 8.75
Polybag
Scale Operator ................... 8.10 8.30 8.65 9.00
Floorworker ...................... 8.00 8.20 8.55 8.90
Line Operator .................... 7.85 8.05 8.40 8.75
Paw Line
Scale Operator ................... 8.10 8.30 8.65 9.00
Chiller Operator ................. 8.00 8.20 8.55 8.90
Line Operator .................... 7.85 8.05 8.40 8.75
EFFECTIVE
1/16/00 1/07/01 1/06/02 1/05/03
CHILLING/PREPRICE/SHIPPING
Chilling
Forklift Operator ................ 8.30 8.50 8.85 9.20
Chilling Room Operator ........... 7.95 8.15 8.50 8.85
Preprice
Data Printer Operator ............ 8.10 8.30 8.65 9.00
Line Operator .................... 7.85 8.05 8.40 8.75
Shipping
Forklift Operator ................ 8.30 8.50 8.85 9.20
Billing Clerk .................... 8.00 8.20 8.55 8.90
Loading Crew ..................... 7.95 8.15 8.50 8.85
Distribution Driver .............. 10.40 10.60 10.95 11.30
DEBONE DEPARTMENT
Deboning
Scale Operator ................... 8.10 8.30 8.65 9.00
Floorworker ...................... 8.00 8.20 8.55 8.90
Knife Sharpener .................. 8.00 8.20 8.55 8.90
Cooler Arranger .................. 7.95 8.15 8.50 8.85
Combo Packer ..................... 7.95 8.15 8.50 8.85
Dumper ........................... 7.95 8.15 8.50 8.85
Stack Off ........................ 7.95 8.15 8.50 8.85
Line Operator .................... 7.85 8.05 8.40 8.75
QUALITY CONTROL
Quality Control Technician ....... 8.10 8.30 8.65 9.00
Purchasing
Supply Clerk ..................... 8.30 8.50 8.85 9.20
Line Operator .................... 7.85 8.05 8.40 8.75
Waste Water
Waste Treatment Operator ......... 7.95 8.15 8.50 8.85
EFFECTIVE
1/16/00 1/07/01 1/06/02 1/05/03
MAINTENANCE DEPARTMENT
Master Skilled Operator I ............ 12.65 12.85 13.20 13.55
Master Skilled Operator II ........... 11.15 11.35 11.70 12.05
Skilled Maintenance Men 10.25 ........ 10.45 10.80 11.15
Mechanic ............................. 9.65 9.85 10.20 10.55
Mechanic Helper ...................... 8.15 8.35 8.70 9.05
Clean-Up Floor Worker ................ 8.00 8.20 8.55 8.90
Clean-Up Line Operators .............. 7.85 8.05 8.40 8.75
BY-PRODUCTS (Rendering)
Maintenance
Master Skilled Maint. I .............. 12.65 12.85 13.20 13.55
Master Skilled Maint. II ............. 11.15 11.35 11.70 12.05
Skilled Maintenance .................. 10.25 10.45 10.80 11.15
Mechanic ............................. 9.65 9.85 10.20 10.55
Mechanic Production
Feather Loader ....................... 8.30 8.50 8.85 9.20
Feather Cooker Operator 8.30 ......... 8.50 8.85 9.20
Meat Cooker Operator ................. 8.30 8.50 8.85 9.20
Utility .............................. 8.30 8.50 8.85 9.20
By-Products Crew ..................... 8.30 8.50 8.85 9.20
Bobcat Loader ........................ 8.10 8.30 8.65 9.00
Driver
Raw Material Driver .................. 9.05 9.25 9.60 9.95
Finish Material Driver ............... 9.05 9.25 9.60 9.95
Probationary employees shall receive a training rate of $6.15
per hour for the first ninety (90) days of their employment, which
shall be $6.25 effective January 7, 2001, $6.35 effective January 6,
2002, and $6.45 effective January 5, 2003. Upon the expiration of
the ninety (90) day period, the rate shall be $7.05 per hour, which
shall be $7.15 effective January 7, 2001, $7.25 effective January 6,
2002, and $7.35 effective January 5, 2003. After one year of
employment, an employee's rate shall be as shown hereinabove. Newly
hired employees in premium classifications above shall receive the
rate of that classification upon the expiration of a forty-five (45)
day period.
Long haul drivers will be paid on a per mile basis as follows:
Trips in excess of 100 miles from Collins:
Less than one year 28 cents per mile
One year to five years 30 cents per mile
Over five years 32 cents per mile
Trips up to 100 miles from Collins:
Less than one year 32 cents per mile
One year to five years 34 cents per mile
Over five years 36 cents per mile
Double team operation:
Less than five years 19 cents per mile
After five years 22 cents per mile
Miscellaneous paid time, including breakdowns, is paid at the
distribution driver hourly rate.
APPENDIX "B"
CHECK-OFF AUTHORIZATION AND ASSIGNMENT
TO: ALL EMPLOYERS BY WHOM I AM EMPLOYED
I, _________________________________________________________,
do hereby assign to Local Union No. 693, LIUNA Professional
Employees, AFL-CIO, such amounts from my wages as shall be required
to pay the initiation fees, readmission fees, membership dues and
assessments of the Local Union as may be established from time to
time. My Employer is hereby authorized to deduct amounts from my
wages and pay the same to the Local Union and/or its authorized
representative, in accordance with the collective bargaining
agreement in existence between the Local Union and my Employer.
This authorization shall become operative upon the effective
date of each collective bargaining agreement entered into between my
Employer and the Local Union.
This authorization shall be irrevocable for a period of one
year, or until the termination of the collective bargaining
agreement in existence between my Employer and the Local Union,
whichever occurs sooner; and I agree and direct that this
authorization shall be automatically renewed and shall be
irrevocable for successive periods of one year each, or for the
period of such succeeding applicable collective bargaining agreement
between my Employer and the Local Union, whichever be shorter,
unless I give written notice to my Employer and the Local Union not
more than twenty days and not less than ten days prior to the
expiration of each period of one year, or of each applicable
collective bargaining agreement between my Employer and the Local
Union, whichever occurs sooner.
Dues and fees paid to Local Union No. 693 are not deductible
as charitable contributions for federal income tax purposes. Dues
and fees paid to Local Union 693, however, may qualify as business
expenses, and may be deductible in limited circumstances subject to
various restrictions imposed by the Internal Revenue Service.
This assignment has been executed this _____ day of
______________________________, 2000.