THE LABOR AGREEMENT BETWEEN QUALITY FURNITURE MANUFACTURING COMPANY (QFM) AND INDUSTRIAL WORKERS UNITED (IWU), AFL-CIO
This agreement is entered into on March 17, 2012 by the Quality Furniture Manufacturing Company (QFM), located in St. Louis, Missouri, and Industrial Workers United (IWU). This agreement covers employees at the St. Louis plant only. Article I—Recognition
The company recognizes the IWU as the sole and exclusive collective bargaining agent in all matters pertaining to rates of pay, wages, hours of employment, and other conditions of employment for all production and maintenance employees, excluding professional employees, storeroom employees, office clerical employees, guards, and supervisors, as defined in the Labor Management Relations Act.
Article II—Union Security
The company agrees not to interfere with the right of employees to join the Union and will not discriminate against employees who are Union members. Employees in the bargaining unit are completely free to participate in the affairs of the Union, provided that such activities do not interfere with their work duties and responsibilities. All production and maintenance employees will be required to join the Union after completing their probationary period as a condition of continued employment. Union dues will be deducted from all bargaining unit employee’s pay check. At the end of each pay period, the Company will forward the collected dues, minus a three and a half percent administrative fee, to the Union.
Article III—Management Rights
All management functions of the enterprise that are not specifically limited by the express language of this agreement are retained by the Company. The functions and rights listed here are examples of the exclusive responsibilities retained by the Company and are not intended as an all-inclusive list: to manage the manufacturing operations and methods of production; to direct the workforce; to decide what work shall be performed in the plant by subcontractors or by employees; to schedule working hours (including overtime work); to hire, promote, demote, and transfer; to suspend, discipline, and discharge for cause; to relieve employees due to lack of work or for other legitimate reasons; to create and enforce reasonable shop rules and regulations; to establish production standards and rates for new or changed jobs; to introduce new and improved methods, materials, equipment, and facilities; to change or eliminate existing methods, materials, equipment, and facilities.
Article IV—No Strike and No Lockout
The company agrees that during the life of this agreement there shall be no lockout of bargaining unit employees. The Union agrees that during the life of this agreement there shall be no strike, work stoppage, slowdown, work refusal, delay of work, refusal to report for work, or boycott.
Article V—Hours of Work
The normal workweek shall consist of eight (8) hours per day, forty (40) hours per week, for a five (5) day week, from Monday to Friday. The starting time shall be made by the Company, and it can be changed by the Company to suit varying conditions of the business. Such changes in working schedules shall be made known to the Union representative in the plant as far in advance as possible. Employees shall be notified by a written bulletin or other communications medium.
Article VI—Grievances and Arbitration Procedures
Grievances arising out of the operation and interpretation of this agreement shall be handled and settled in the following manner: Step 1: The aggrieved employee and/or shop steward shall discuss the grievance with his or her supervisor. Step 2: Should the answer provided by the supervisor not produce a satisfactory solution to the grievance, the grievance shall be reduced to writing and shall state the provision of the agreement which has been violated. The department head shall arrange for a meeting of the aggrieved employee, the shop steward, the supervisor, the...
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