Exhibit 10.4
AGREEMENT BETWEEN
SHOPPERS FOOD WAREHOUSE CORPORATION
(FORMERLY JUMBO FOOD STORES, INC.)
AND
UNITED FOOD AND COMMERCIAL WORKERS
UNION LOCAL #27
EFFECTIVE: OCTOBER 1, 1993
EXPIRES: SEPTEMBER 30, 1997
TABLE OF CONTENTS
Agreement................................................................ 1
Witnesseth............................................................... 1
Management Authority..................................................... 1
Recognition.............................................................. 2
Union Security........................................................... 3
Hours and Overtime....................................................... 4
Wages and Employee Classification........................................ 9
Night Shift Employees.................................................... 13
Working Conditions....................................................... 14
Vacations................................................................ 16
Holidays................................................................. 19
Leaves of Absence........................................................ 20
Jury Duty................................................................ 21
Seniority................................................................ 22
Store Card or Decal...................................................... 25
Shop Steward............................................................. 25
Health and Welfare....................................................... 26
Pension Fund............................................................. 27
Voluntary Check Off...................................................... 27
Grievances and Arbitration............................................... 28
Legal.................................................................... 29
Military Service......................................................... 30
Successorship............................................................ 30
No Strikes and Lockouts.................................................. 31
Invalidation............................................................. 31
Duration of Contract..................................................... 32
Health and Safety........................................................ 33
Schedule "A" Wages....................................................... 35
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Military Service......................................................... 30
Successorship............................................................ 30
No Strikes and Lockouts.................................................. 31
Invalidation............................................................. 31
Duration of Contract..................................................... 32
Health and Safety........................................................ 33
Schedule "A" Wages....................................................... 35
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Exhibit 10.4
AGREEMENT
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PARTIES TO AGREEMENT
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THIS AGREEMENT made and entered into this __ day of July, 1993,
between SHOPPERS FOOD WAREHOUSE CORPORATION (formerly Jumbo Food Stores,
Incorporated), Washington, D. C. (hereinafter referred to as "Employer"), and
UNITED FOOD AND COMMERCIAL WORKERS UNION, LOCAL 27, of Baltimore, Maryland,
chartered by the United Food and Commercial Workers International Union, AFL-CIO
(hereinafter referred to as the "Union").
WITNESSETH
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WHEREAS, the Employer and the Union in the performance of this
Agreement agree not to discriminate against any employee or applicant for
employment because of race, color, religious creed, origin, age or sex; and
WHEREAS, the parties hereto desire to establish and maintain a mutual
understanding to create harmonious relations between the Employer and the
employees, and to abide by this Agreement to settle any and whatever dispute may
arise between them, it is, therefore, by both parties understood and agreed
that:
ARTICLE I
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MANAGEMENT AUTHORITY
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1.1 The authority and responsibility for the management of the
business, including but not limited to, the planning, direction and control of
the work force shall repose
1
exclusively in the Employer and its appointed representatives, except as
provided in this Agreement.
1.2 In the event that the Employer contemplates the introduction of
major technological changes affecting bargaining unit work within the Grocery
Department, advance notice of such changes will be given to the Union. If
requested to do so, the Employer will meet with the Union to discuss the
implementation of such changes before putting such changes into effect.
ARTICLE II
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RECOGNITION
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2.1 The Employer recognizes the Union as the exclusive bargaining
agency for all of its employees, except Store Managers and Receivers and
Management Trainees, Security Personnel and Lottery Operators, in its retail
food stores coming under the jurisdiction of the United Food and Commercial
Workers Union, Local 27.
2.2 The Employer further agrees that if the Employer should establish
a new food store, or stores, within the territories described in Article II,
paragraph 2.1, this Agreement shall apply to such new store or stores.
2.3 All meat, fish or poultry, fresh, chilled, frozen, cooked or
smoked, historically or customarily offered for sale by the Employer in its
retail meat departments in the area covered under Article 2.1, shall be within
the jurisdiction of the United Food & Commercial Workers, Local 27, and all
employees engaged in these services shall be members of the United Food and
Commercial Workers Union. Items referred to, processed off the premises, will
continue to be handled by said members.
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1. The Employer further agrees that all fresh meat products will be
cut, prepared and sold by the employee in the store covered by this Agreement.
2. Exceptions may be made provided the Union is notified in advance
and given written assurance that no member's job will be eliminated as a result
of such exception. The Union agrees that it will not withhold its agreement.
3. For the purpose of this paragraph, notified shall mean a letter
for each individual introduction of a class of product (e.g., boneless sub
primal cuts of meat, deveined liver, rolled veal, etc.).
Member shall mean full time employees on the payroll actively at work
on the effective date of this Agreement or who are on leave of absence or who
are sick or injured and return to work as elsewhere provided for in this
Agreement.
This Agreement shall not be construed as restricting a sales
representative from displaying merchandise such as beverages, perishable bakery
products, potato and corn chips, cookies and kitchen non food items that are
presently serving the Jumbo Food Stores Washington Division.
It is not the Union's intention to impede progress in our Industry
with respect to any new method of cutting and packaging meat, delicatessen and
seafood products, and the necessity for change to accommodate a changing
society.
ARTICLE III
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UNION SECURITY
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3.1 It shall be a condition of employment that all employees of the
Employer covered by this Agreement who are members of the Union in good standing
on the effective date of this Agreement shall remain members in good standing
and those who are not
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members on the effective date of this Agreement shall, on, the 31st day
following the effective date of this Agreement, become and remain members in
good standing in the Union. It shall also be a condition of employment that all
employees covered by this Agreement hired on or after its effective date, shall,
on the 31st day following the beginning of such employment, become and remain
members in good standing in the Union. For the purpose of this section, the
execution date of this Agreement shall be considered as the effective date.
3.2 The application of Paragraph 3.1 above is deferred in any
jurisdiction where the Union Shop is not permitted by law, except for the
purpose of representation, unless and until such law is declared
unconstitutional or is repealed or otherwise becomes inoperative as to the
operations of the Employer.
3.3 The Employer will notify the Union in writing, within twenty-five
(25) days from the date of employment, reinstatement or transfer into the
bargaining unit of any employee, of the name of such employee, the home address,
place of employment, social security number, and job classification, and the
date of employment, reinstatement or transfer. Upon termination of an employee
for any reason the Employer shall within thirty (30) days thereafter notify the
Union in writing of such termination.
ARTICLE IV
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HOURS AND OVERTIME
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4.1 The guaranteed basic work week for all full time employees shall
be forty (40) hours per week, consisting of five (5) eight (8) hour days
providing the employee is available for work as scheduled. For the purpose of
this Agreement the basic work week shall be from
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Monday through Saturday inclusive. Sunday work shall be isolated and shall not
be a part of the basic work week.
4.2 All time worked by an employee in excess of eight (8) hours in
any one day or forty (40) hours in any work week, or in excess of thirty-two
(32) hours in any week in which one of the specified holidays fall, shall be
deemed overtime unless otherwise specified in Schedule "A". Such overtime work
shall be paid for at the rate of time and one-half the employee's regular rate
of pay, but the employee shall not be compensated for both daily and weekly
overtime. Hours which qualify for Sunday or Holiday premium pay shall not be
included in computing weekly overtime.
4.3 Employees who work an eight (8) hour shift shall work eight (8)
hours in a period of either eight and one-half (8 1/2) or nine (9) consecutive
hours and shall be granted an uninterrupted meal period of either one (1) or
one-half (1/2) hour beginning not before three (3) hours of work nor later than
five (5) hours of work. A half hour meal period shall be assigned only by mutual
agreement. Employees who work a shift of less than eight (8) hours but more than
five (5) hours shall be granted an uninterrupted meal period of one-half (1/2)
hour, not before three (3) hours of work nor later than four (4) hours of work.
4.4 The meal period for night crew workers shall be one-half (1/2)
hour and the eight (8) hour shift shall be worked in the period of eight and
one-half (8 1/2) consecutive hours.
4.5 The Employer may establish as many shifts as necessary, and the
staring time of such shifts shall be optional with the Employer. There will be
no split shifts.
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4.6 Any full time employee who works later than 6:00 p.m. more than
three (3) nights in any week shall be paid time and one-half (1 1/2) for the
hours after 6:00 pm. on the fourth (4th) or subsequent nights, even though they
may be a part of the regular shift.
4.7 Any employees transferred into the bargaining unit from any other
part of the Company shall retain their last employment date for the purpose of
computing benefits, but their seniority date shall be otherwise established as
of the date they commenced working in the bargaining unit.
4.8 Work assignments for Sunday and holiday work shall be offered
first to employees by classification within the store on a rotating basis from
among the work force who volunteered for such work by making the request in
writing to the Employer. In the event sufficient volunteers are not available,
the Employer may elect to draw volunteers from other stores or direct employees
to work by inverse order of seniority on a rotating basis within the store. The
Employer may take into consideration the employees ability to perform the work
involved. The weigher and wrapper, if qualified, and the deli clerk for the
purpose of this paragraph, shall be considered the same classification.
4.9 Overtime for employees assigned to the night shift shall be
computed on the basis of base pay plus premium pay.
4.10 On days where overtime is worked, if a second meal period is
taken, it shall consist of one-half (1/2) hour duration only.
4.11 Part time employees may be employed a maximum of thirty-five
(35) hours per week. In any week in which a part time employee works in excess
of the hours specified above, the employee shall be paid for all hours worked at
his appropriate full time hourly rate. When a part time employee is scheduled
and/or works forty (40) hours a week for more
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than six (6) consecutive weeks and the work is not temporary (i.e., vacation
and/or absence coverage), a full time position will be deemed to have been
created. Such a full time position within the store and department where the
work was performed will be filled in accordance with the following procedures:
A. Notice of the available position will be posted seven (7) days within
the store. Part time employees, within the department where the
available position exists, who express in writing a desire to fill the
full time position will be selected by seniority and ability to do the
work.
B. If the position cannot be filled in accordance with paragraph A above,
other part time employees within this store may be selected on the
same basis.
C. If the position cannot be filled in accordance with paragraph A or B
above, an employee will be selected in accordance with Section 12.7.
No part time employee shall be employed for less than four (4) hours in a
day, unless he is not available for four hours, in which case the minimum shall
be three (3) hours. Part time employees who report to work pursuant to
instructions and are not given work shall be paid for four (4) hours if
available, but in no event for less than three (3), except employees who
voluntarily leave or unless such work is unavailable due to an emergency or act
of God not within the control of the Employer.
Each calendar quarter, part time employees may be scheduled for less than
four (4) hours but not less than one (1) hour to attend a store employee's
meeting.
4.12 Full time employees reporting for work at their scheduled time or on
instructions from their Employer shall be guaranteed eight (8) hours at straight
time rate of pay for the employee's scheduled work days and four (4) hours with
pay for non-scheduled
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days at the overtime rate of pay. Unless such work is unavailable due to an
emergency or act of God not within the control of the Employer.
4.13 The Employer agrees to post a weekly schedule, in ink, with employee's
names listed in order of seniority, and in the time clock area by noon on
Saturday of the week preceding the week for which the schedule is effective, of
working hours specifying the stating and finishing times and regular days off.
The schedule shall contain the employee's full names and shall have the
scheduled hours of each employee totaled at the end of the column. The schedule
for night crew and those scheduled off on Saturday must be posted prior to the
end of those employees' scheduled shift on Friday of the week preceding the week
for which the schedule is effective.
The schedule for all full time employees showing the starting and finishing
time and regular days off shall not be altered after it is posted, except by
mutual agreement. Each full time employee shall regularly receive the same day
off each week except for weeks when business conditions may require a change in
their regular day off. A seven (7) day written notice must be given in order
for a full time employee's regularly scheduled day off to be changed except as
referred to above.
A part time schedule shall be complete and reflect the anticipated basic
need for the store's requirements for the week.
4.14 All employees shall be given only one fifteen 15 minute rest period
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approximately in the middle of each four (4) hour shift.
4.15 Employees who sustain an occupational injury requiring treatment by a
doctor or hospital shall suffer no loss in pay for the day the injury occurs
provided the employee returns to work unless otherwise instructed in writing by
the attending doctor. Such injury
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shall not be cause for termination of employees with more than one year's
service provided he is physically able to perform his normal duties and, if not,
in this event the Employer shall attempt to place such employees in another job
classification. This provision shall be applicable for one year from last day
worked.
ARTICLE V
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WAGES AND EMPLOYEE CLASSIFICATION
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5.1 Employees shall be paid according to the wage scales set forth in
Schedule "A" attached hereto and made a part hereof, provided, however, that
employees paid above the top rate in their classifications shall receive the
following hourly wage increases:
5.2 The minimum wages provided in Schedule "A" shall apply to all new
employees and each new employee is to be on probation for a period of Ninety
(90) days. If during the Ninety (90) day period it is found that the new
employee is not suitable for the business, his services are to be terminated at
the Employer's discretion.
5.3 An employee who has worked within the industry during the past one (1)
year shall be credited with all previous supermarket experience in the same type
of work, or in the case of general merchandising or bakery employees, all
previous experience in a similar capacity, proven by verification or ability,
which shall be recognized as seniority for the purpose of establishing the pay
scale to which the employee is entitled. The Employer, employee, and the Union
will make every effort to verify all previous experience on the employee's
application. If, however, complete information cannot be obtained within the
first three (3) months of employment, the pay scale shall be determined by the
Employer on the basis of whatever verification of experience has become
available and the employee's ability.
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The Employer agrees to notify the Union no later than forty-five (45) days after
employment if complete verification of experience has not been obtained.
All previous experience of any employee in the same type of work in a
retail meat business within the past three (3) years, proven by verification
and/or ability, shall be recognized as experience for the purpose of
establishing the pay scale to which the employee is entitled. The Employer,
employee and the Union will make every effort to verify all previous experience
claimed on the employee's application. If, however, complete information cannot
be obtained within the first three (3) months of employment, the pay scale shall
be determined by the Employer on the basis of whatever verification of
experience has become available and the employee's ability. The Employer agrees
to notify the union no later than forty-five (45) days after employment if
complete verification of experience has not been obtained.
5.4 The service record of any new employee retained after the probationary
period of ninety (90) days shall date from the time of such employee's original
employment. The salary of such employee shall be retroactive to the date of
employment.
5.5 A part time employee when assigned to full time work shall be credited
for his accumulated part time hours and placed on the salary scale to which he
would have been entitled had these hours been accomplished as a full time
employee.
When a higher classified employee is absent from his position and another
employee performs the job of the higher classified employee for the entire work
week of the replaced employee, he shall receive the appropriate rate of pay of
the higher classification.
An employee promoted to a higher classification shall suffer no reduction
in his hourly wage rate.
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5.6 Department Heads may be assigned in stores where designated by
Employer and where assigned, they will be paid the prevailing rate as listed in
Schedule "A".
5.7 Courtesy Clerks may be assigned in stores designated by the Employer.
The duties of Courtesy Clerks shall be limited to general cleaning up, bagging,
setting out cases, carrying out customers' packages, unloading trucks, attending
parking lot, cleaning in the immediate area of the checkstand, pulling cardboard
and racking bottles. It shall be a violation of this contract for courtesy
clerks to perform any duties other than those specified above. In order to
remedy violations of this section the parties agree as follows:
A. The Employer shall post in each of its stores a notice to the
employees signed by an authorized Employer representative instructing
all employees of the duties of courtesy clerks, and instructing all
employees the performance of any other duties constitutes a violation
of the contract.
B. During any shift in which a courtesy clerk performs any work other
than the above specified duties, the courtesy clerk will receive the
higher classified rate of pay for the entire shift.
C. Courtesy clerks hired after October 1, 1993 are not eligible for
Health and Welfare benefits.
5.8 A. All meat departments shall be operated by a Head Meat Cutter, who
may be relieved by a Journeyman Meat Cutter or an Apprentice.
B. The apprenticeship program in retail stores shall be two (2)
years as provided in wage Schedule A. An apprentice is a person learning all the
details and developing manual skill for performing the duties of a Journeyman
Meat Cutter. He shall be given a meat cutting test jointly observed by
representatives of the Employer and the Union
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within his twenty-third (23rd) or twenty-fourth (24th) month. If he fails to
qualify at this time he shall continue at the same rate of pay and be given
another test at the end of his twenty-seventh (27th) month; if he fails to
qualify at this time he shall be terminated.
C. A Weigher and Wrapper is one who weighs, prices and wraps meat
cut by a Journeyman or an Apprentice. He/she displays or places said meat in
self-service cases or in storage. He/she may use slicing machine for cutting
cheese and luncheon meats; also use a knife for cutting liverwurst or any other
luncheon meat that cannot be cut by the slicing machine.
He/she is not, however, to cut beef, pork, veal, lamb, poultry or fish with
a knife or any other automatic device nor assume any work other than the above,
which normally is performed by Journeymen Meat Cutters or Apprentices. He/she
however, may perform general house cleaning chores, and also clean the cases,
work tables, etc.
D. All meat departments shall have in attendance one (1) Journeyman
or Apprentice Meat Cutter at all times during store hours; Sunday excluded,
except this provision shall not apply during meal periods in meat departments
having two (2) or fewer meat cutters.
E. In stores with three (3) or more full-time meat cutters,
including Head Meat Cutter, one shall be designated First Cutter. The First
Cutter classification applies to the store and not to the individual.
F. The First Cutter will be expected to relieve the Head Meat
Manager whenever the Meat Manager is absent at the First Cutter wage rate for a
period of one (1) week; should the period of relief exceed one (1) week he shall
be paid the relief Meat
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Manager's rate of pay for the additional relief up to and including six (6)
consecutive weeks, thereafter he shall be paid the Meat Manager's rate of pay
during the period of such relief.
G. In the event the First Cutter is absent, a Journeyman or
Apprentice may relieve the Meat Manager and shall relieve the Relief Meat
Manager for a period of two (2) consecutive weeks. After a period of six (6)
full weeks of such relief, he shall then be paid the Meat Manager's rate.
ARTICLE VI
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NIGHT SHIFT EMPLOYEES
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6.1 Night shift employees who work any portion of their shift between the
hours of 11 p.m. and 4 a.m. shall receive a night shift premium of fifty cents
(50c) per hour for their entire shift, in addition to their straight time rate
of pay; provided, however, that night shift employees on the payroll as of July
1,1990, who report to work at 4 a.m. shall receive the night shift differential
for all hours worked between their starting times and 6 a.m.
6.2 Employees on the night shift will receive their basic weekly wages
plus the night premium in the computation of overtime, vacation or holiday pay.
6.3 Night crew employees shall be permitted to start their shifts at 9:00
p.m. on Sundays or holidays at the straight time rate of pay plus the night
premium.
6.4 No employee shall be required to work a day and night shift in the
same work week except by mutual agreement.
6.5 Employees who want on or off the Night Crew shall bid as follows: A
request must be in writing to the Employer and will be placed on the list
referred to in Section 12.7. As day openings occur, the most senior employee on
the combined list shall be assigned to
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the job provided the employee is available to work such hours on a regular and
continuing basis.
Employees in the Meat Department who want on or off the night crew shall
bid on or off on a seniority basis in a seniority territory. No new hires shall
be employed until said bids are honored, provided that said employees do so in
writing.
ARTICLE VII
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WORKING CONDITIONS
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7.1 The Employer will furnish and launder all store linen which it
requires its employees to wear, except that when the Employer supplies Dacron or
similar type uniforms for employees, that may be laundered by the employee.
7.2 The Employer shall have the right to discharge or discipline any
employee for good cause such as dishonesty, intoxication during working hours,
drinking or gambling on Employer's premises, or other serious violations of
Company rules and regulations as included in the Employee Handbook, or direct
refusal to obey orders by the Employer which are not in violation of this
Agreement, provided, however, that no employee shall be discharged or
discriminated against because of membership in the Union or for Union
activities.
7.3 Representatives of the Union may visit the Employer's stores for the
purpose of observing working conditions and to see that this Agreement is being
complied with, investigating the standing of employees and inspecting the pay
records which shall be available for a reasonable length of time. Employees
shall be furnished duplicate pay vouchers weekly.
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7.4 No employee shall suffer a reduction of hourly wage rates, increase of
hours, or reduced vacation time solely by the signing of this Agreement.
7.5 If a physical examination or health permit is required by the Employer
or local government, all expenses attached to same shall be borne by the
Employer.
7.6 If any employee is required to work in more than one (1) store in the
same day, the time required for travel between the stores shall be included as a
portion of the employee's work day and considered as time worked for all
purposes.
7.7 Employees shall be at their stores ready for work at their scheduled
starting time, otherwise, they are reporting late. They shall remain at their
work until their scheduled quitting time.
7.8 Employees shall have a minimum of ten (10) hours off between the
ending of their schedule and the starting of their next schedule. Any employee
who works during this ten (10) hour period shall be paid for such time at the
rate of time and one-half (1 1/2). Any employee may elect to have an eight (8)
hour "turnaround" solely for the employee's benefit, however, the overtime
penalty would not apply. This selection must be in writing with a copy to the
Store Manager.
7.9 The Employer shall maintain a first aid kit, fully equipped, in each
store to be available for all shifts worked.
7.10 Notice concerning Union business will be posted in designated
locations in the stores, after approval by management.
7.11 No employee shall be required to make good any bad checks cashed
unless said checks are cashed in violation of the Employer's rules and
regulations, which have previously been given to the employee in writing.
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7.12 No employee shall be given a polygraph (lie detector) test, unless the
Union agrees in writing.
7.13 Time spent at legal proceedings at the request of the Employer or
Employer Counsel shall be compensated at straight time rates. Such compensation
shall also be paid for time spent at legal proceedings to which the employee is
subpoenaed to give testimony for the benefit of the Employer provided the
employee has given the Store Manager prompt notice of the subpoena. Such hours
shall not be considered as time worked in the computation of daily or weekly
overtime unless it is part of the regularly scheduled work week.
7.14 The Employer will discuss, investigate and correct any problem of
jackets or gloves in connection with frozen food lockers and dairy.
7.15 The Company shall provide mesh gloves for Seafood Clerks and Meat
Cutters. The employees shall not be required to make a deposit for these gloves
provided that the employees must wear the gloves at all times when they are
working and, provided further, that if the employee loses the gloves, the
employee is responsible for the cost of replacement.
ARTICLE VIII
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VACATIONS
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8.1 Full time employees with one (1) or more years of continuous service
shall be granted vacations as follows:
ANNUAL VACATION PRO-RATA VACATIONS ON TERMINATION
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One week uninterrupted after one year 1/12 week for each additional month
Two weeks uninterrupted after three years 2/12 week for each additional month
Three weeks uninterrupted after eight 3/12 week for each additional month
years
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Four weeks uninterrupted after twenty 4/12 week for each additional month
years
Part time employees who have been employed for twelve (12) months shall
receive pro-rated vacation based on the average straight time hours worked
during the preceding year subject to the same conditions as pertain to full time
employees.
Full Time employees with fifteen (15) years or more of service, and
employees who reach fifteen (15) years of service during the life of the
agreement, shall receive a bonus of one (1) week's pay. Part time employees
shall receive pro-rated bonus pay based on the average straight time hours
worked during the preceding year.
8.2 Part time employees who change to full time will receive credit for
the vacation earned on the basis of forty (40) hours being equal to one (1) week
of work. In the computation of future vacations, credit shall be given for hours
worked as a part time employee and the vacation anniversary date adjusted
accordingly.
8.3 Full time employees changing to part time will continue their original
vacation anniversary date and will receive part time vacation on the basis of
average hours worked during the vacation year. The original employment date will
be the basis for determining eligibility.
Employees discharged for proven or acknowledged dishonesty shall not be
entitled to any vacation pay.
8.4 Vacation time shall be computed from date of employment or anniversary
of vacation eligibility date, and shall be taken at a time convenient to both
the employee and the Employer, and shall be paid at the rate of pay in effect at
the time the vacation is taken. An employee who is absent from work for less
than sixteen (16) weeks during his anniversary
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year shall receive his full vacation allowance but if absent for reasons other
than illness or for illness for more than sixteen (16) weeks or in the case of
Workmen's Compensation cases for more than six (6) months, he shall receive one-
twelfth (1/12) his vacation entitlement for each full month worked during the
anniversary year.
8.5 When a holiday designated in Article IX, paragraph 9.1 occurs during
an employee's vacation, the employee shall be entitled to an extra day's
vacation, said day to be continuous with employee's vacation, or cash in lieu
thereof, based on straight time pay for an eight (8) hour work day.
8.6 Seniority of employees shall be the governing factor in selection of
vacation dates.
8.7 Vacation pay is to be paid to the employee prior to the day the
vacation begins. If the employee's vacation pay is not available when he is
scheduled to leave he will be paid from store funds.
8.8 From January 1st to March 31st each year, employees shall select their
desired date for vacation for that year. Said selection will be awarded on a
seniority basis within each department. After March 31st, employees may select
vacant weeks by seniority but may not bump less senior employees who have
exercised their vacation selection during the bid period. Vacations requested
after the bid period will be honored on a first-come, first-served basis.
Employees may take vacation in any of the fifty-two (52) calendar weeks, subject
to management approval.
The vacation schedule of any employee cannot be changed, except by mutual
agreement. The vacation schedule shall be available on request by an employee.
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ARTICLE IX
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HOLIDAYS
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9.1 The Employer agrees that the following days shall be observed as
holidays for all employees. When a holiday falls on a Sunday the following
Monday shall be observed.
New Year's Day Labor Day
Decoration Day Thanksgiving Day
Independence Day Christmas Day
Part time employees will be paid four (4) hours pay if they are normally
scheduled to work on one of the above mentioned holidays. The store manager
shall maintain a list of employees who have worked four (4) of the previous five
(5) weeks on the day the holiday falls, when determining eligibility for holiday
pay.
9.2 Work performed on Sunday shall be compensated for at time and one-half
(1-1/2) the employee's straight time rate of pay.
9.3 Full time employees who complete six (6) months continuous service
with the Employer, shall be entitled to three (3) personal holidays in each
calendar year, and part time employees shall be entitled to one (1) personal
holiday per calendar year, at a mutually agreeable time, with two (2) weeks
prior notice to the store manager.
9.4 Full time employees shall be granted holiday pay based on an eight (8)
hour day. Part time employees will be paid four (4) hours pay for the holiday.
9.5 To receive the aforementioned holiday pay, an employee shall be at
work on the scheduled working day preceding and the scheduled work day following
such holiday, except for those on vacation or authorized leave. Holiday pay
shall be given to an employee who is prevented from working on his scheduled day
before or his scheduled day after the
19
holiday because of illness to the employee, or the employee's wife, husband or
child, of such a serious character as to require the employee to remain away
from work. This seriousness must be attested to by a physician. Holiday pay
shall be granted to an employee who does not work his scheduled day before or
his scheduled day following the holiday in the event the employee's absence is
caused by a verified accident. Provided, however, that in all events the
employee must work at least one (1) day during the week in which the holiday
falls in order to qualify for holiday pay.
ARTICLE X
---------
LEAVES OF ABSENCE
-----------------
Subject to the following conditions, employees shall be granted leaves of
absence which shall not interrupt their service records:
10.1 Leave of absence shall be granted up to one (1) year without pay when
an employee with six (6) or more months of continuous service is unable to work
because of sickness, accident or pregnancy, and this leave shall become
effective after their final sick benefit payment is made. The disability must be
attested to by a registered physician. However, in the event such employee is
unable to return to work at the expiration of his leave period, he shall be
entitled to an additional leave of six (6) months (twelve (12) months for
workers compensation leaves) if he submits satisfactory medical evidence that he
will be able to return to his regular duties within the said additional period.
The employee must give two (2) weeks notice in writing prior to the date he
intends to return to work.
10.2 In the case of death in the immediate family, namely the death of a
parent, spouse, child, brother, sister, grandparent, parent-in-law or legal
guardian of any full time employee requiring the employee's absence from his
regularly scheduled assignments, the
20
employee shall be granted leave of absence with pay of three (3) consecutive
work days; part time employees shall become eligible for leave after twelve (12)
months of continuous service.
10.3 All employees who serve in the National Guard or military reserve
units which require annual training shall be granted the necessary leave without
pay to fulfill the annual training requirements of the unit in which they serve.
Such employee shall give the Employer two (2) weeks prior notice.
10.4 Any member of the Union employed by the Employer who is elected to a
permanent office in the Union or is assigned by the Union to a Union activity
necessitating leave of absence, shall be granted such leave of absence and
shall, at the end of the term in the first instance or at the end of his mission
in the second instance be given reemployment at his former wage rate plus any
increase or less any reduction that may have become effective during his
absence.
10.5 Approved leaves of absence for reasons other than those listed above
shall not interrupt an employee's service record.
ARTICLE XI
----------
JURY DUTY
---------
All employees summoned and serving on juries will be granted time off when
needed for actual jury duty and will receive the difference between their
straight time basic weekly pay (average hours for part time employees) and the
amount received while on jury duty, except such jury duty pay which they receive
while serving on their regularly scheduled day off. During the time employees
are serving on said juries, their schedules shall be arranged to provide a shift
ending nine (9) hours after the time the employees are required to report
21
for such service. An employee who is discussed from such service sufficiently
early to enable him to work four (4) hours or more of his scheduled shift shall
report to his store to complete his shift. This obligation on the part of the
Employer shall be limited to thirty (30) days in each calendar year.
ARTICLE XII
-----------
SENIORITY
---------
Except as modified by the provisions of this Collective Bargaining
Agreement, the seniority provisions of the following article shall be applied in
the same manner as the seniority articles in the respective parties' collective
bargaining agreements prior to the execution of this collective bargaining
agreement.
12.1 Seniority for the purpose of this Agreement shall be calculated by
continuous service from the last date of employment (except as otherwise
provided). A seniority list for all full time employees and a separate list for
all part time employees shall be set up by the Employer and shall be furnished
to the Union upon request. Seniority shall prevail in the following instances in
the manner as listed hereafter; A. Store, B. Entire Bargaining Unit.
12.2 The Employer recognizes the principle of seniority as being one in
which the movement of an employee from one job to another or from one location
to another through promotion, demotion, layoff, recall after layoff, or
permanent transfer, shall be governed by the length of service of the employee
and the employees ability to perform the work.
12.3 In all layoffs the ordinary rules of seniority shall prevail with due
consideration given to the job classification, fitness for the work involved,
ability to perform the work involved, and the practicability of applying the
rules of seniority in the particular case. Employees laid off for periods of
--------------
less than one (1) year shall have preference to
- ----------------------
22
reinstatement in the reverse order. The service record of such reinstated
employee shall not be interrupted. Sickness does not count as layoff. Full time
employees to be reduced to part time may exercise their right to a complete
layoff without prejudice to their right to recall.
12.4 A full time employee shall have seniority over a part time employee,
to the extent that a full time employee who is laid off in order of seniority
may claim a part time schedule calling for a reduction of hours provided due
consideration is given to job classification and to fitness to perform the work
involved. Part time employees shall have seniority over other part time
employees under the same conditions.
12.5 Full time employees reduced from full time to part time through no
fault of their own will retain full time Health and Welfare coverage for a
maximum of six (6) months. The Employer will contribute the full time health and
welfare contribution for said period of time.
12.6 Seniority and the employee's ability to perform the work shall be
given consideration in regard to promotion within the bargaining unit. If the
employee fails to qualify within a reasonable time for the upgraded position, he
or she will be afforded the opportunity to return to his or her former
classification without loss of seniority. The Employer will notify the Union of
-------------------------------------
all promotions to department head classification.
- -------------------------------------------------
12.7 A part time employee when assigned to full time work shall be credited
for their part time hours and placed on the seniority list to which they would
have been entitled had these hours been accomplished as a full time employee.
Part time employees desiring full time work and lower classified food
employees desiring to be upgraded in classification shall be given preference
for such work in accordance with the following procedure:
23
Employees who desire upgrading as described above shall notify the
Employer's Personnel Department in writing with a copy to the Union, during the
periods of March 1st to March 21st and September 1st to September 21st, each
year. Such letters shall remain valid for eighteen (18) months.
First consideration for any such vacancies shall be given to employees with
a current request in order of the employee's seniority with ability to do the
work to be considered. However, full time night crew employees will be given
priority consideration for available full time day vacancies within the food
clerk classification.
When the files of request letters has been exhausted, all employees
regardless of the length of service will be considered for available openings on
a store-by-store basis before seeking outside applicants.
Only requests for permanent classification change will be valid and failure
to be available thereafter for such work for a period of twenty-six (26) weeks
after obtaining such status, except for reasons beyond the employee's control
shall be barred from future requests for a period of twelve (12) months.
Failure to accept an offer of such work in any of the Employer's stores
shall result in removal of the employee's request for the balance of that six
(6) month period, but it shall not bar the employee from future requests. Except
any employee who declines a full time night crew position will not be removed
from the list for the balance of the active bid.
Part time employees who are promoted to full time will receive credit for
time worked on the basis of forty (40) hours being equivalent to one (1) week
and the employee's full time seniority date will be adjusted accordingly. The
Employer and the Union agree to exchange a list of part time employees
requesting full time jobs during the months of April
24
and October each year. This list will contain the employee's name, social
security number, store number, and the date the letter was received by their
respective office. The Union shall be notified of all full time openings.
ARTICLE XIII
------------
STORE CARD OR DECAL
-------------------
The Union agrees to furnish to the Employer one Union Store Card, and/or
Decal, for each of the Employer's stores. Such card or decal shall remain the
property of the United Food and Commercial Workers International Union and shall
display such Union Card or Decal in a conspicuous area accessible to the public
in each establishment covered by this Agreement.
ARTICLE XIV
-----------
SHOP STEWARD
------------
14.1 The Union shall have the right to appoint two (2) Shop Stewards in
each store, whose duties shall be to report any irregularities to the Union. In
no instance shall the shop stewards be discriminated against for discharging
such duties, provided such duties do not unreasonably interfere with the regular
performance of their work for the Employer. Shop Stewards shall report all
irregularities to the store manager prior to reporting same to the Union.
14.2 The Shop Stewards shall not be threatened, coerced or intimidated for
performing Union activities. Shop Stewards may not be transferred, except in the
case of promotion, unless the Union agrees in writing. The Union agrees that it
shall not arbitrarily withhold such permission.
25
14.3 In the interest of promoting cooperative relations, the store manager
shall introduce each new employee in his store to the Union Shop Steward within
one (1) week after the new employee reports to work. Stewards shall give the new
employee a copy of the contract and shall explain its operation. The Shop
Steward may answer any questions the employee asks him. They may request the new
employee to join the Union and may make arrangements for the new employee to
become a member.
14.4 The Union shall furnish to the Employer a complete list of shop
stewards which shall be amended from time to time as may be necessary. Shop
stewards will be granted a one (1) day leave per year with pay to attend a shop
steward seminar. The Union must notify the Employer at least two (2) weeks in
advance thereof. The shop steward must, upon retiring from the leave, present
the store manager with written evidence from the Union that the steward has used
the leave for the purpose for which the leave was intended. For purposes of the
above only, one shop steward per store will be eligible for pay for said leave.
ARTICLE XV
----------
HEALTH AND WELFARE
------------------
15.1 The Employer will continue to participate in the FELRA and UFCW Health
and Welfare Fund by making monthly contributions to said Fund in amounts
determined by the Board of Trustees necessary to maintain current and new
benefits in Plan X for each appropriate full and part time employee on the
Employer's payroll on the first day of each month. The contribution by the
Employer will commence for full time employees with the first full payroll month
following the completion of six (6) months of continuous employment with the
Employer; for part time employees contribution by the Employer will commence
26
with the first full payroll month following the completion of twelve (12) months
of continuous employment with the Employer.
15.2 After twelve (12) months of continuous employment, appropriate part
time employees may apply for dependent coverage by submitting a request for
payroll deductions to the Employer. The monthly rate to be paid by the employee
shall be sixty-five dollars ($65.00). Subsequent increases in the dependent
coverage rates shall be effective when the Company is notified in writing of
such increases by the FELRA and UFCW Health and Welfare Fund.
ARTICLE XVI
-----------
PENSION FUND
------------
The Employer shall contribute to the UFCW Unions & Participating Employers
Pension Fund (hereinafter called the "Fund"), a total of fifteen cents (15c) per
hour for all straight time hours paid, for all employees not presently covered
by a union pension plan who received compensation from the Employer during the
month. The contribution by the Employer for new employees will commence with the
first full payroll week following completion of thirty (30) days of continuous
employment with the Employer, retroactive to the date of employment.
ARTICLE XVII
------------
VOLUNTARY CHECK OFF
-------------------
17.1 The Employer shall check off initiation fees and dues from all members
who authorize in writing such deductions weekly, and shall make every effort to
remit the same to the Secretary-Treasurer of Local No. 27 as soon as possible
following the last deduction each month.
27
17.2 The Employer agrees to check off authorized amounts from employees'
pay checks, and remit same to the credit union office prior to the eighth (8th)
day of each month for the preceding calendar month.
17.3 The Employer agrees to check-off authorized amounts on a weekly basis
and remit on a monthly basis, from employees who sign Active Ballot Club
deduction authorization forms, to the Local 27 Active Ballot Club.
ARTICLE XVIII
-------------
GRIEVANCES AND ARBITRATION
--------------------------
18.1 In the event a grievance or dispute arises under the terms and during
the life of this Agreement that cannot be adjusted by the Union and the Employer
within a reasonable time, either party may request that such grievance or
dispute be submitted, to arbitration, as follows:
Either party shall, in writing, notify the other of the need for the
appointment of a Board of Arbitration and shall at the same time state the name
of its representative on said Board. Within three (3) days after receipt of such
notice, the other party shall designate, in writing, the name of its
representative on said Board. The two (2) members so selected shall within five
(5) days select a third (3rd) member of the Board of Arbitration. If within the
said five (5) days the two (2) members are unable to agree on the third (3rd)
member of the Board, either party may request the American Arbitration
Association to designate the third (3rd) member of the Board. The Board of
Arbitration shall meet within five (5) days after the selection of the third
(3rd) member, who shall be its Chairman, and shall conduct a hearing and receive
testimony and shall thereafter, within five (5) days, submit its findings and
render its decision in writing. The decision of a majority of the Board shall be
binding
28
and conclusive on the parties hereto as well as on the parties directly affected
thereby. The expense of the third (3rd) member of the Board shall be borne
equally between the Employer and the Union. There shall be no strike or lockout
pending the decision of the Board of Arbitration. Thereafter, within five (5)
days, submit its findings and render its decision in writing. The decision of a
majority of the Board shall be binding and conclusive on the parties hereto as
well as on the parties directly affected thereby. The expense of the third (3rd)
member of the Board shall be borne equally between the Employer and the Union.
There shall be no strike or lockout pending the decision of the Board of
Arbitration.
18.2 Under all circumstances an employee or the Union must give the
Employer notice in writing of intention to contest a discharge or disciplinary
action within thirty (30) days from the date on which the employee has received
notice of the discharge or disciplinary action. If such notice is not so given,
the aggrieved party and the Union shall be deemed to have waived its or their
rights to arbitration.
ARTICLE XIX
-----------
LEGAL
-----
Effective the signing of this Agreement, the Employer shall maintain
benefits in the United Food and Commercial Workers and FELRA Legal Benefit Trust
(hereinafter referred to as the "Fund"), by making contributions in the amount
set by the Trustees of said Fund for each employee who is on the Employer's
payroll on the first day of each month. The monthly contribution by the Employer
for employees will commence with the first payroll week of the month following
the completion of one (1) year of continuous employment with the Employer.
29
ARTICLE XX
----------
MILITARY SERVICE
----------------
The Employer will comply with the applicable laws of the United States
concerning the reemployment of persons leaving the military service, he shall
receive whatever vacation pay is due him. The applications of this provisions
will comply with the Military Selective Service Act of 1967 as amended. Because
the schedule of progressive wage rates provided for by Schedule "A" hereof
depends upon actual experience on the job, a person reemployed pursuant to this
Article shall, for purposes of Schedule "A", be credited only with months of
actual payroll service. A person so reemployed shall be paid the current rate
for the appropriate job classification based on his actual job experience.
ARTICLE XXI
-----------
SUCCESSORSHIP
-------------
This Agreement shall be binding upon all signatories hereto, and their
successors and assigns, whether such status is created by sale, lease,
assignment or any other type of transfer or transaction. In consideration of
the Union's execution of this Agreement, the Employer promises that its
operations covered by this Agreement or any part thereof shall not be sold,
conveyed or otherwise transferred or assigned to any successor without first
securing the agreement of the successor to assume the Employer's obligation
under this Agreement to offer employment to all of the Employer's current
employees. Provided, however, that the economic provisions of this Agreement may
be reopened if upon mutual agreement of the successor employer and the Union the
signatory employer's operation is sold, conveyed, transferred, or assigned to a
successor employer who is engaged in a substantially different retail food
operation. The foregoing shall be applicable only in
30
separate transactions where the Employer sells or transfers more than ten
percent (10%) of the facilities covered under this Agreement, but shall not
apply to any facility which is sold or transferred and remains closed for thirty
(30) days or more.
In the event that the successor employer and Union agree to reopen the
contract with respect to the economic provisions thereof, and in the further
event that the parties are unable to reach a new agreement with respect to
economic terms and conditions, the current agreement will remain in full force
and effect.
ARTICLE XXII
------------
NO STRIKES AND LOCKOUTS
-----------------------
Except for:
1. Refusal to comply with the arbitration machinery set forth herein, or
2. Refusal to comply with the decision of the Board of Arbitration, there
will be no strikes or lockouts during the existence of this Agreement. The Union
agrees that during such time it will not order, but will use every effort to
prevent a concerted cessation of work by any of the employees of the Employer
for any reason. Nothing herein contained shall compel any employee to walk
through a picket tine, provided the picket line has the sanction of its own
Union and the United Food and Commercial Workers International Union.
ARTICLE XXIII
-------------
INVALIDATION
------------
Should any Article, section or portion hereof, of this Agreement be held
unlawful and unenforceable by any court of competent jurisdiction, such decision
of the court shall apply only to the specific Article, section, or portion
thereof directly specified in the decision,
31
provided, however, that upon such a decision the parties agree immediately to
negotiate a substitute for the invalidated Article, section, or portion thereof.
ARTICLE XXIV
------------
DURATION OF CONTRACT
--------------------
This Agreement shall continue in effect from October 1, 1993 and shall
remain in force until and including September 30,1997, and from year to year
thereafter, with the right of either party to reopen upon written notice, not
less than sixty (60) days prior to September 30, 1997, or the 1st day of July of
any subsequent year thereafter of a desire either to change or terminate this
Agreement. In the event either party serves notice, it is agreed that the
Employer and the Union shall immediately begin negotiations on the proposed
changes and that, pending the results of such renegotiation, neither party shall
change the conditions existing at the time under the contract.
IN WITNESS WHEREOF, the parties hereto caused these presents to be signed
by their proper corporate officers and caused their proper corporate seal to be
hereunto affixed this 1st day of October, 1993.
FOR THE EMPLOYER FOR THE UNION
JUMBO FOOD STORES/SHOPPERS UNITED FOOD AND COMMERCIAL
FOOD WAREHOUSE WORKERS UNION, LOCAL 27
/s/ Robert N. Herman /s/
------------------------------- -------------------------------
/s/
------------------------------- -------------------------------
32
HEALTH AND SAFETY
-----------------
A. The Employer, recognizing the importance of a safe and healthy work
place, shall institute a program to insure and maintain the guarantee of a safe
and healthful work place free of all unsafe recognized hazards to all its
employees.
B. The Employer shall furnish and supply all of the necessary protective
equipment that is required by Federal, State or Local Law or designated by the
Employer at no cost to the employee.
C. The Employer shall train all employees in the use, handling and
maintaining of all tools and equipment in the work area they are assigned.
RECORDS ON SAFETY AND HEALTH
A. The Employer shall make available all records containing all
government inspections, O.S.H.A. regulations, citations and lost time, accidents
or illnesses within thirty (30) days of receipt of such infraction or occurrence
of such accidents.
B. The Employer further agrees to make available to the Union all test
results from toxicity materials or chemicals that the employees may come in
contact with within thirty (30) days.
C. The Company shall make available to the Union all forms and records
necessary for the reporting of accidents, illnesses or O.S.H.A. violations.
JOB SAFETY COMMITTEES
A. There shall be established in each plant or store a joint safety
committee comprised of one or more employees from the work area of a plant or
store and representatives of management to meet at least once or more each month
to discuss health and safety conditions in the plants or stores. The committee
will make recommendations in
33
the area of safety and health, handle employee complaints, distribute
information concerning Safety and Health and make available results of all plant
inspections or violations of O.S.H.A. The committee shall make at least one walk
around inspection of the plant or store each month to discuss and observe safety
compliance with the employees in their work areas.
B. The union shall have the right to conduct a walk around with the
representatives on the Safety Committee from the employees to observe health and
safety conditions or problems.
C. The Safety Committee and or Shop Steward shall accompany government
inspectors for walk arounds and any other committee business in respect to
safety and health while still on Company time and without loss of pay.
D. All safety violations shall be reported to the Company in writing and
shall be complied with as soon as possible, and action taken by the Company
shall be reported to the Safety Committee in writing.
34
SCHEDULE "A" WAGES
------------------
Asst. Mgrs. 10/01/93 10/01/94 10/01/95 10/01/96
$14.41 $14.81 $15.21 $15.61
.30 .40 .40 .40
Grocery, Deli, Produce
& Front End Managers:
10/01/93 10/01/94 10/01/95 10/01/96
$14.06 $14.46 $14.86 $15.26
.30 .40 .40 .40
Bakery Mgrs: 10/01/93 10/01/94 10/01/95 10/01/96
$11.55 $11.95 $12.35 $12.75
.30 .40 .40 .40
Meat Manager: 10/01/93 10/01/94 10/01/95 10/01/96
$15.61 $16.01 $16.41 $16.80
.30 .40 .40 .39
Relief Meat Mgr. 10/01/93 10/01/94 10/01/95 10/01/96
$15.32 $15.72 $16.12 $16.52
.30 .40 .40 .40
First Cutter: 10/01/93 10/01/94 10/01/95 10/01/96
$15.00 $15.35 $15.70 $16.05
.26 .35 .35 .35
Journeyman: 10/01/93 10/01/94 10/01/95 10/01/96
$14.11 $14.51 $14.91 $15.31
.30 .40 .40 .40
35
Meat App: 10/01/93 10/01/94 10/01/95 10/01/96
Start $6.50 $6.50 $6.50 $6.50
6 Months 6.75 6.75 6.75 6.75
12 Months 7.00 7.00 7.00 7.00
18 Months 11.20 11.60 12.00 12.40
.30 .40 .40 .40
Meat Apprentice hired after 10/01/93
10/01/93 10/01/94 10/01/95 10/01/96
Start $6.50 $6.50 $6.50 $6.50
6 Months 6.75 6.75 6.75 6.75
12 Months 7.00 7.00 7.00 7.00
18 Months 7.50 7.50 7.50 7.50
24 Months 8.00 8.00 8.00 8.00
30 Months 8.50 8.50 8.50 8.50
36 Months 9.00 9.00 9.00 9.00
42 Months 10.00 10.00 10.00 10.00
45 Months 11.20 11.60 12.00 12.40
.40 .40 .40
Sea Food Clk: 10/01/93 10/01/94 10/01/95 10/01/96
Start $5.50 $5.50 $5.50 $5.50
60 Days 5.75 5.75 5.75 5.75
6 Months 6.00 6.00 6.00 6.00
12 Months 7.00 7.00 7.00 7.00
18 Months 11.70 12.10 12.50 12.95
.30 .40 .40 .45
Seafood Clerks hired after 10/01/93 are on Clerks, Weighers & Wrappers scale.
36
Full Time Clerks, Weighers & Wrappers:
10/01/93 10/01/94 10/01/95 10/01/96
Start $5.50 $5.50 $5.50 $5.50
60 Days 5.75 5.75 5.75 5.75
6 Months 6.00 6.00 6.00 6.00
12 Months 6.50 6.50 6.50 6.50
18 Months 7.00 7.00 7.00 7.00
24 Months 7.50 7.50 7.50 7.50
30 Months 8.00 8.00 8.00 8.00
36 Months 10.60 11.00 11.40 11.85
.35 .40 .40 .45
Full Time Clerks, Weighers & Wrappers hired after 10/01/93:
10/01/93 10/01/94 10/01/95 10/01/96
Start $5.50 $5.50 $5.50 $5.50
6 Months 6.00 6.00 6.00 6.00
12 Months 6.50 6.50 6.50 6.50
18 Months 7.00 7.00 7.00 7.00
24 Months 7.50 7.50 7.50 7.50
30 Months 8.00 8.00 8.00 8.00
36 Months 8.50 8.50 8.50 8.50
42 Months 9.50 9.50 9.50 9.50
45 Months 10.60 11.00 11.40 11.85
.40 .40 .45
Full Time Clerks, Weighers & Wrappers above Top Scale employees:
.25 .35 .35 .35
37
Part Time Clerks, Weighers & Wrappers:
10/01/93 10/01/94 10/01/95 10/01/96
Start $5.25 $5.25 $5.25 $5.25
60 Days 5.50 5.50 5.50 5.50
6 Months 5.75 5.75 5.75 5.75
12 Months 6.10 6.10 6.10 6.10
18 Months 6.60 6.60 6.60 6.60
24 Months 7.10 7.10 7.10 7.10
30 Months 7.60 7.60 7.60 7.60
36 Months 9.75 10.15 10.55 11.00
.35 .40 .40 .45
Part Time Clerks, Weighers & Wrappers hired after 10/01/93:
10/01/93 10/01/94 10/01/95 10/01/96
Start $5.25 $5.25 $5.25 $5.25
6 Months 5.75 5.75 5.75 5.75
12 Months 6.10 6.10 6.10 6.10
18 Months 6.60 6.60 6.60 6.60
24 Months 7.10 7.10 7.10 7.10
30 Months 7.60 7.60 7.60 7.60
36 Months 8.10 8.10 8.10 8.10
42 Months 8.60 8.60 8.60 8.60
45 Months 9.75 10.15 10.55 11.00
.40 .40 .45
Above Top Scale employees:
.25 .35 .35 .35
38
Porters:
10/01/93 10/01/94 10/01/95 10/01/96
Start $5.00 $5.00 $5.00 $5.00
6 Months 5.30 5.30 5.30 5.30
12 Months 5.60 5.60 5.60 5.60
18 Months 6.00 6.00 6.00 6.00
24 Months 9.10 9.50 9.90 10.30
.30 .40 .40 .40
Porters hired after 10/01/93 are on Service Clerk scale.
Above Top Scale Employees:
.25 .35 .35 .35
Courtesy Clerks:
10/01/93 10/01/94 10/01/95 10/01/96
Start $4.40 $4.40 $4.40 $4.40
60 Days 4.65 4.65 4.65 4.65
6 Months 4.90 4.90 4.90 4.90
12 Months 5.15 5.15 5.15 5.15
18 Months 5.50 5.50 5.50 5.50
24 Months 7.25 7.45 7.65 7.90
.20 .20 .20 .25
39
Non Food Clerks/Service Clerks:
10/01/93 10/01/94 10/01/95 10/01/96
Start $ 4.75 $ 4.75 $ 4.75 $ 4.75
6 Months 5.00 5.00 5.00 5.00
12 Months 5.25 5.25 5.25 5.25
18 Months 5.75 5.75 5.75 8.35
24 Months 7.95 8.35 8.75 9.15
.30 .40 .40 .40
Non Food Clerks/Service Clerks and Porters hired after 10/01/93:
10/01/93 10/01/94 10/01/95 10/01/96
Start $ 4.75 $ 4.75 $ 4.75 $ 4.75
6 Months 5.00 5.00 5.00 5.00
12 Months 5.25 5.25 5.25 5.25
18 Months 5.75 5.75 5.75 5.75
24 Months 6.00 6.00 6.00 6.00
30 Months 6.25 6.25 6.25 6.25
36 Months 6.50 6.50 6.50 6.50
42 Months 7.00 7.00 7.00 7.00
45 Months 7.95 8.35 8.75 9.15
.40 .40 .40
40