|
1. An Employee shall be paid two and one-half (2 1/2) times his/her regular rate of pay for all hours worked on any of the holidays specified below.
|
|
2. In the event a holiday falls on Sunday, it shall be observed on Monday. A holiday is the twenty-four (24) hour period beginning at the shift-changing hour nearest to 12:01 a.m. on the day so observed. 3. Pay for a Recognized Holiday Not Worked a. An eligible Employee who does not work on a holiday shall be paid eight (8) times his/her Regular Rate of Pay. b. As used in this Section, an eligible Employee is one who (1) has worked thirty (30) calendar days since her/his last hire; (2) performs work or is on vacation in the payroll period in which the holiday is observed; or if s/he is laid off for such payroll period, performs work or is on vacation in either the payroll period preceding and the payroll period following the payroll period in which the holiday is observed; and (3) works as scheduled or assigned on both his/her last scheduled workday prior to and his/her first scheduled workday following the day on which the holiday is observed, unless s/he has failed to so work because of sickness or other good cause. . c. When any holiday is observed during an eligible Employee's vacation, s/he shall be entitled to pay for the unworked holiday. d. If an eligible Employee works on a holiday for less than eight (8) hours, s/he shall be paid for time not worked for the remainder of the eight (8) hours. e. It is understood that no Employee shall receive more than double time and one-half for hours worked on a holiday. |
|
J |
|
1. Eligibility a. To be eligible for a vacation in any calendar year, an Employee must: (1) have one year or more of Continuous Service; (2) have worked for at least 520 hours during the preceding calendar year; and (3) not have quit, retired, died or been discharged for cause prior to January 1 of the vacation year. |
|
2. Length a. The amount of vacation due an eligible Employee shall be based on his/her
|
|
Continuous Service as follows: |
|
| Years of Service | Weeks of Vacation |
| 1 but less than 3 | 1 |
| 3 but less than 8 | 2 |
| 8 but less than 15 | 3 |
| 15 but less than 24 | 4 |
| 24 or more | 5 |
|
|
|
|
|
|
|
|
|
|
b. A week of vacation shall consist of seven (7) consecutive days. 3. Scheduling a. On or promptly after October 1 of each year, each Employee entitled or expected to become entitled to vacation in the following year shall receive a Company form asking him/her to specify in writing the desired vacation period or periods. The Employee shall return the form to the Company within thirty (30) days. b. Vacations will, so far as practicable, be granted at times most desired by Employees (longer service Employees being given preference as to choice), but the final right to allot vacation periods on a level load basis and to change such allotments is reserved to the Company. c. Employees will be provided with their vacation schedule at least sixty (60) days prior to the start of their vacation period, but in all cases no later than January 1 of the year in which the vacation is to be taken. d. Where an Employee transfers from one seniority unit to another, s/he shall take his/her vacation in accordance with the schedule established in his! her old seniority unit, except as orderly operations of his/her new seniority unit preclude it, and his/her transfer shall not be a basis for altering the schedule established prior to his/her transfer. e. Consistent with Paragraphs 3(a) through 3(d) above, Employees shall be permitted to use up to one (1) week (i.e., five (5) days) of their allotted vacation on a day-at-a-time basis. f. With the consent of the Employee, the Company may pay up to one (1) week of vacation allowance, in lieu of time off for vacation, for a week of vacation in excess of two (2) weeks in anyone (1) calendar year. g. The Company may schedule vacations during a shutdown period if it provides affected Employees with sixty (60) days notice. h. At the time of his/her retirement, an Employee may elect to receive a lump sum payment for any unused vacation entitlement. 4. Grievances Grievances regarding vacation scheduling must be referred to Step 1 of the grievance procedure not later than fifteen (15) days after notification to the Employee of the scheduled vacation (or changed scheduled vacation) is given to the Employee and shall be handled in a manner that assures resolution prior to the disputed date(s). 5. Vacation Rate of Pay a. Employees will be paid for each week of vacation the greater of: (1) forty (40) multiplied by the Base Rate of Pay of the Employee's permanent job as of January 1 of the vacation year, or (2) two percent (2%) of their W-2 earnings excluding profit sharing payments during the preceding year (such amount Vacation Rate of Pay). |
|
b. The Daily Vacation Rate of Pay of each Employee shall be the Vacation Rate of Pay divided by five (5). c. The Hourly Vacation Rate of Pay of each Employee shall be the Vacation Rate of Pay divided by forty ( 40) . d. Any Employee who did not work in the prior year shall have his/her Vacation Rate of Pay computed on the basis of his/her last calculated Rate. 6. Minimum Vacation (Employees Other Than New Hires) Notwithstanding the above, an Employee with one (1) year or more of Continuous Service who is not eligible for vacation based on the above and who works at least 520 hours in a calendar year shall receive one (1) week of vacation during that calendar year. The Company shall make reasonable efforts to schedule that vacation at the time desired by the Employee, provided it does not disrupt the vacation schedule already established hereunder. 7. Vacation Bonus A vacation bonus of $250 per week will be paid to Employees for each week of vacation taken in the ten (10) consecutive calendar week period beginning with the first full week following the calendar week containing New Year's Day. |
|
1. In the event of the death of any of the relatives listed below, an Employee, upon request, will be excused and paid for scheduled shifts as detailed below, which fall within a consecutive day period, provided however that one such calendar day shall include the day of the funeral and it is established that the Employee attended the funeral.
|
| Relation |
Scheduled Shifts Off |
|
Legal Spouse, Child or Step-Child who lived with the Employee in an immediate family relationship Parent, Sibling, Step-Parent and Step-Siblings who have lived with the Employee, Mother or Father in-law, Grandparent or Grandchild |
5
3 |
|
2. Payment shall be eight (8) times the Employee's Regular Rate of Pay. An Employee will not receive bereavement pay when it duplicates pay received for time not worked for any other reason. Time thus paid will not be counted as hours worked for purposes of determining overtime or premium pay. |
|
Section D. Jury or Witness Duty An Employee who is called for jury service or subpoenaed as a witness shall be excused from work for the days on which s/he serves. Service, as used in this Section, includes required reporting for jury or witness duty when summoned, whether or not the Employee is used. The Employee shall receive, for each such day of service |
|
on which s/he otherwise would have worked, the difference between the payment received for such service and the amount calculated by multiplying eight (8) times his/her Regular Rate of Pay. To receive payment the Employee must present proof that s/he did serve, report for service or was subpoenaed and reported as a witness and the amount of pay, if any, received therefor. |
|
1. Leaves of absence for the purpose of accepting positions with the International or Local Unions shall be made available to a reasonable number of Employees. Employees who intend to apply for such leaves shall give the Company adequate notice to enable it to fill the jobs vacated. 2. Leaves of absence for the purpose of accepting or continuing in a temporary position with the International shall be for periods of six (6) months and shall be extended upon request; provided, however, in no event shall an Employee be entitled under this provision to a leave of absence exceeding two (2) continuous years. 3. Leaves of absence for the purpose of accepting permanent positions with the International Union shall be for a period concurrent with the individual's permanent employment with the International Union. When an individual is made a permanent employee of the International Union (by completing his/her probationary period), s/he shall, from that point forward, retain his/her leave of absence status with the Company but shall not receive any Covered Service or hourly contributions under the Steelworkers Pension Trust. Such individual shall accumulate Continuous Service for all other purposes under the Agreement and local agreements there under; provided that s/he shall not be entitled to actually receive any contractual benefits during the period of the leave of absence. 4. Leaves of absence for the purpose of accepting positions with the Local Unions shall be for a period not in excess of three (3) years and may be renewed for further periods of three (3) years each. 5. Except as set forth above in Paragraph 3, Continuous Service shall continue to accrue and shall not be broken by a leave of absence under this Section. |
|
Section F. Service with the Armed Forces 1. Reemployment Rights An Employee who leaves the Company employment to enter the service of the Armed Forces of the United States (the Armed Forces) shall be granted all statutory rights to reemployment and shall continue to accrue Continuous Service during such service. 2. Training An Employee shall be provided with a reasonable program of training in the event s/he does not qualify to perform the work on a job which s/he might have attained except for his/her service in the Armed Forces. |
|
3. Educational Leave of Absence Any Employee entitled to reemployment under this Section who applies for reemployment and who desires to pursue a course of study in accordance with a federal law granting such opportunity shall be granted a leave of absence for such purpose. Such leave of absence shall not constitute a break in Continuous Service. Any such Employee must notify the Company and the Union in writing at least once each year of his/her continued interest to resume active employment with the Company upon completing or terminating such course of study. 4. Disabled Returning Veterans Any Employee entitled to reemployment under this Section who returns with a service-connected disability which makes returning to his/her prior job onerous or impossible shall be assigned to a vacancy suitable to such impaired condition during the continuance of such disability. 5. Vacation Pay a. An Employee who did not receive but was entitled to paid vacation during the calendar year in which s/he enters the Armed Forces shall be paid an amount equal to the vacation pay to which s/he was entitled. b. Notwithstanding any other provisions of this Agreement to the contrary, an Employee who is reemployed after being honorably discharged shall be entitled to paid vacation for the calendar year in which s/he is reemployed, provided that no Employee shall be afforded more than one (1) vacation allowance for anyone (1) calendar year, at a rate of pay based on his! her earnings for the last full year in which s/he worked prior to his/her serving. 6. Military Encampment Allowance An Employee who is required to attend an encampment of the Reserve of the Armed Forces or the National Guard shall be paid, for a period not to exceed two (2) weeks in anyone (1) calendar year, the difference between the amount paid by the Government (not including travel, subsistence and quarters allowance) and his/her Regular Rate of Pay for the number of days s/he would have been scheduled to work during such encampment. |
|
Section G. Family and Medical Leave Act The Company shall comply with the Family and Medical Leave Act of 1993 (FMIA) and shall apply its requirements as set forth below. Nothing in this Section shall be construed to provide lesser treatment than that required under the FMLA or to deprive any Employee of any right or forum there under. 1. General a. A copy of a summary of the law and Employee rights there under is available at the Company's Personnel Services Office for review and will be issued upon request and at the time any FMIA leave is requested. The required posting under the FMLA will be maintained by the Company. |
|
2. Eligibility and Entitlement a:. Leave under this Section shall be available to any Employee who has twelve (12) months or more of Continuous Service calculated pursuant to the Seniority provisions of this Agreement. There shall be no hours-worked requirement for eligibility. b. Any eligible Employee shall be entitled to up to twelve (12) weeks of unpaid leave in any twelve (12) month period. This period shall be measured on a rolling twelve (12) month basis, measured backward from the date of any FMLA leave is used. Any time taken off in connection with any of the situations covered by the FMLA shall be counted toward the twelve (12) week period, except as otherwise excluded. 3. Pay During FMIA Leave a. Employees seeking FMLA leave under this Section may be required to utilize up to one (1) week of unused paid vacation. b. An Employee may request to utilize additional paid vacation during the FMLA leave time. The Company reserves the right to approve such a request where it involves a change in the vacation schedule. c. Except for the substitution of paid vacation and the utilization of Sickness and Accident, or Workers' Compensation benefits, all time off provided shall be unpaid and shall be considered as time not worked for all other matters. |
|
d. An Employee on FMLA leave is not eligible for Supplemental Unemployment Benefits in the event of a layoff, until following the termination of the leave. 4. Continuous Service |
|
Leaves of absence under this Section shall not constitute a break in Continuous Service and the period of such leave shall be included in an Employee's length of Continuous Service under this Agreement and all benefit agreements. 5. Benefit Continuation a. All Employees' benefit coverage will continue during such leave, provided the Employee is otherwise eligible for such coverage and the Employee continues making any normally-required premium or other payments in a manner acceptable to the Company. In the event the Employee fails to make such payments, all benefit coverage shall terminate. b. In the event an Employee fails to return to work or quits after the Employee's FMLA leave period has been concluded, the Company waives its right to recover the cost of health insurance coverage provided by the Company during such leave. |