One Persons Reasons These Are Unacceptable Contract Proposals Article 1.

6 Contracting Work This would still allow a layoff to happen and then contracting out would be possible under this proposal. The company stated before this article worked just fine the way it was, but they wanted to clarify it. If it worked fine why does it need clarifying? Article 1.8 Job Elimination/Wage Protection Employees don't ask for job eliminations, the company does it through automation or job combination. When a position is eliminated a person is demoted to PT6. Most people would and do apply for a job at a higher level. Under this proposal if that person applied for a PT5 job, their pay would be reduced. Their pay should remain protected until they can bid and be awarded a job of equal or higher pay. Also, they should not be placed in an open position they are not qualified for, which would happen under this proposal. This could lead to unsafe conditions. Job titles could also be changed resulting in new postings and demotions of the current classified person. Article 2.4 Year-Round Employees It would be very rare, if ever, for a campaign to last 85% of the year making attaining yearround status nearly impossible. If, by chance, one did last long enough and a person attains yearround status, they would never be able to apply for a job where their talents and knowledge would be better suited because they would then lose their year-round status. Articles 4.2, 4.3, 4.9 and 4.10 Overtime This gives the company the right to assign overtime to whoever they like best, not the person who normally, and is qualified, does the job. They can't be allowed to pick and choose. Article 5.1 Seniority and How Lost If an employee suffers a major medical problem that requires them to be out of work for more than 1 year, that employee loses their seniority. How can a person be penalized for falling ill? Article 5.6 Benefits Accumulate Most employees work a great number of years for the company. If they choose to retire early they should be able to continue the medical coverage at one half the costs. This is an earned benefit. 5.8 Seniority for Inter-Campaign Work Again this gives the company the right to pick and choose regardless of seniority. This article currently states the most senior employee so long as they have the ability and physical qualifications. This does not apply to licensed positions such as Boiler House Chief/Foreman/Fireman, Electrician, Electronic Control Technician, Lab Foreman, etc. 5.12 Promotions Again this gives the company the right to pick and choose regardless of seniority. This article currently states the most senior employee so long as they have the ability and physical qualifications. This does not apply to licensed positions such as Boiler House Chief/Foreman/Fireman, Electrician, Electronic Control Technician, Lab Foreman, etc. 5.13 Job Openings Again this gives the company the right to pick and choose regardless of seniority. This article currently states the most senior employee so long as they have the ability and physical

qualifications. This does not apply to licensed positions such as Boiler House Chief/Foreman/Fireman, Electrician, Electronic Control Technician, Lab Foreman, etc. This proposed change also gives the company to determine none of the employees are qualified and to hire from outside the factory. The employees must be given a chance to prove they can do the job. Jobs are awarded on a 10-day trial. Management must do their job to determine if an employee has the ability to do the job in that time period. Proposed Article 5.21 Specialized Training Programs Entrance into these programs must be by seniority and then ability. This gives the company the right to pick and choose regardless of seniority. This article is not current contract language. With this proposed change it would eliminate the state certified apprenticeship programs which require Union participation. Article 9.5 Steps in Grievance Procedure. This might be the worst proposal of all. This requires that grievances are filed with the company instead of the shop steward. It also imposes a 6 month time limitation to arbitrate. There have been many time the company has delayed arbitration hearings beyond that window, which would result in the grievance being withdrawn. A person could be fired by the company even if the company didn't follow the disciplinary rules. A person could be fired on a first offense of a minor infraction. The company could then delay arbitration beyond the 6 month window and the grievance would be withdrawn. Article 12.3??? Use of Paid Time During FMLA There is a current article 12.3 Leave for Union Duty. Does the company propose to eliminate this article? The company's proposal call for forcing use of paid time off during an FMLA absence. Upon return from this absence an employee would not have paid time off to attend to other matters of importance such as funerals of friends or family not covered by the CBA, children's activities, personal matters, community functions, etc. Article 13.1 Recognized Holidays The company wants to pick and choose who will get holiday premium pay. At times the company could force so many people to take the day off that it could create unsafe working conditions in the factory. Article 14.1 Vacation Schedule A 6th week of vacation is not too much to ask for after 25 years of service. This is something that leads to the demise of Unions. If one group of employees has their ability to reach a higher level of vacation and benefits eliminated, they are more apt to eliminate benefits when it is their time to negotiate a contract for the people coming after them. This is more Union busting. Article 14.3 Prorated Vacation Vacation must accrue during an approved leave of absence. Article 15.1 Sick Leave, Short Term and Long Term Disability Benefits Currently we qualify for 80% of base pay during a short term disability leave. The company proposes lowering that to 60%. This something we have paid for over many years. Before this policy we received 12 sick days per year. We gave up 7 sick days a year to trade for this. Over the last 27 years that we have had this plan, we have given up 189 sick days each. Not many people, if any, have used 189 days of short term disability leave. The company has made money on this over the years and now is not the time to reduce this benefit.

Article 15.2 Eligibility Limitations, Accumulation of Sick Leave and Short-Term Disability Benefits The company is attempting to change an arbitrator's decision on a grievance filed over this article. They are also attempting to force use of paid time off during an absence. Upon return from this absence an employee would not have paid time off to attend to other matters of importance such as funerals of friends or family not covered by the CBA, children's activities, personal matters, community functions, etc. Article 16.8 Comprehensive Medical and Dental Plan Again, this something we have paid for over many years. We have accepted smaller raises to keep this plan. For most of the past 17 years we have received raises smaller than the annual cost of living increases. This has resulted in less discretionary spending on our part. Increasing the deductible from $650 dollars per person to $2400 per per person is too large of an increase to absorb. Despite the company's claim that with the raises proposed we would still see an increase in pay we would not if an employee maxed out their deductible. Only one small group of employees (single making over $40,000) would see an increase the 1st two years of the contract. Everyone else would see a decrease in net pay. Also the company proposes that the plan "may change from time to time." This is unacceptable. The ink wouldn't even be dry on the contract before the company could change the deductible or premium. This aslo eliminates the dental insurance entirely. Article 16.10 Group Retirement Plan Changing the early retirement age from 60 to 65 is another attempt to create division in the Union. This is something that leads to the demise of Unions. If one group of employees has their ability to reach a higher level of benefits eliminated, they are more apt to eliminate benefits when it is their time to negotiate a contract for the people coming after them. This is more Union busting. Article 16.14 Notification of Absence Many employees live in rural areas and drive great distances to work. Vehicle trouble such as flat tires, engine malfunction, etc. could cause such delays at times. Most people make all attempts to fix their vehicle so they can make it to work, but may exceed the 30 minute tardy. Company Proposal #14 Attendance Program The changes to this program are far too restrictive. Having 5 occurrences, which includes having to leave work early, is simply not enough. Many people show up for work even when they aren't feeling 100% because of the loyalty they feel to the company and their coworkers. On occasion they are unable to complete their shifts or become ill from inhaling the many chemicals and smells in the factory. The current policy allows management to ask for a doctor's excuse when they believe this policy is abused. Many employees live in rural areas and drive great distances to work. Vehicle trouble such as flat tires, engine malfunction, etc. could cause such delays at times. Most people make all attempts to fix their vehicle so they can make it to work, but may exceed the 30 minute tardy. Company Proposal #15 Addendum Relating to Four 10-Hour Day Schedules for Inter-Campaign Work This gives the company the right to assign overtime to whoever they like best, not the person who normally, and is qualified, does the job. They can't be allowed to pick and choose. Company Proposal #16 Addendum Relating to Moorhead Packaging and Warehouse Operations

I don't have a lot of knowledge about this article, but I think deleting the language would create an unskilled workforce in this vital packaging operation. Company Proposal #18 Wages Wage increase needs to be higher to offset the increases in insurance or the insurance proposal needs modification. Company Proposal on Pension Twenty five cents a year is not enough. Company Proposal on Drug and Alcohol Policy The company currently has a reasonable suspicion policy. If management thinks an employee is under the influence they have the right to request testing. If the employee doesn't comply they are terminated. If the company wants random testing, all workers should be tested. This includes management and contractors.